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21 Jun 09

KM and HR: Siamese Twins?

I've previously pondered over how we could possibly work with HR to ensure success for KM and can perhaps summarize some of the key points as follows: (I am assuming that the points below represent key components in HR strategies)

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km humanresources training hiring appraisals incentive motivation satisfaction attrition retention talentmanagement humancapital rotation jobrotation competences

Hire people with at least an average KM quotient
Encourage informal learning mechanisms
4 more annotations...
- including the employee's KM quotient as one of the objectives/competencies in the appraisal process
- visibility/recognition/appreciation being more important than monetary gestures
- I firmly believe that one of the critical aspects that contribute to employee satisfaction, delight and engagement is an environment that enables and celebrates knowledge sharing and collaboration.
- We need to understand the links between various roles and how rotation of employees (knowledge) would help the organization get more efficient/innovative.