Role of HR in Knowledge Management

AgendaWhat is Knowledge? What is Knowledge?

Types of KnowledgeTypes of Knowledge

What is Knowledge Management? What is Knowledge Management?

The Essence of Knowledge ManagementThe Essence of Knowledge Management

Why Knowledge Management? Why Knowledge Management?

What does leveraging "collective knowledge" involve? What does leveraging "collective knowledge" involve?

An overview of Knowledge Processes An overview of Knowledge Processes

Benefits of Knowledge to EnterpriseBenefits of Knowledge to Enterprise

HUL's Packaging Network HUL's Packaging Network

What are the barriers for implementing Knowledge ManagementWhat are the barriers for implementing Knowledge Management

The role of HR in institutionalizing KM in an organization The role of HR in institutionalizing KM in an organization

HR processes and practices impact the knowledge sharing in a firmHR processes and practices impact the knowledge sharing in a firm

How do we create a knowledge sharing culture? How do we create a knowledge sharing culture?

HR should be the catalyst for culture change HR should be the catalyst for culture change

What Is Knowledge?

DataA Record of a

Change of State

InformationData

organized with

a purpose. A message

KnowledgeLiterally…

what people know

Types of Knowledge

Explicit knowledgeExplicit knowledge Tacit knowledge

Tacit knowledge

Formal knowledge(Visible)

Available in the form of books, reports, audio tapes, video tapes etc.

Can be articulated

Informal knowledge(Highly Invisible)

Confined in the mind of a person

Difficult to articulate

Knowledge Management

Knowledge Driven OrganizationKnowledge Driven Organization

Fully leverage the "collective knowledge" in an organization

Fully leverage the "collective knowledge" in an organization

Creation and sharing of knowledgeCreation and sharing of knowledge

KM processes provide a framework for connecting people to people and people to information

KM processes provide a framework for connecting people to people and people to information

KM helps the Organization to:

Improve organizational effectiveness and Returns

Build competitive advantage

Create greater value

See the opportunities and exploit them

The Essence of Knowledge Management

The central theme of Knowledge Management is to leverage and reuse knowledge resources that already exist in the organization so that people will seek out best practices rather than reinvent the wheel.

The central theme of Knowledge Management is to leverage and reuse knowledge resources that already exist in the organization so that people will seek out best practices rather than reinvent the wheel.

Why Knowledge Management?

What does leveraging "collective knowledge" involve? Working in collaborative teams, capturing and sharing knowledge

and delivering business excellence.

Developing and sharing "best practices."

Faster replication of innovations through faster movement of knowledge through the organization.

Acquisition and sharing of "new knowledge."

Creating an environment that is comfortable to the idea of openness, knowledge sharing, risk of failure as well as rewards for success.

Managing organizational learning.

Knowledge Management Process

Benefits of Knowledge to Enterprise

Unleash new Ideas and Creativity.

Improve and accelerate Learning.

Enhance Team Collaboration & Coordination.

Improve the Flow of knowledge.

Attract, and retain motivated, loyal, and committed talent.

Knowledge Management InitiativesHUL's Packaging Network Opportunities / Challenges: Packaging in our company is very

important, both for providing protection to the product in transit and storage as well as its contribution to pack presentation / brand image.

How do we make sure that the collective knowledge of the packaging professionals in the company is fully leveraged by the packaging professionals in each business, to add value to his business, through problem solving as well as innovations to reduce cost and or improve functionality?

HUL’s response: Formed a knowledge community. The team meets once in two months for structured knowledge

sharing and monitoring progress of implementation of the charter.

The basic approach and methodology adopted by the team: Develop clarity on business expectations Appointed sub-teams to specialize / lead in each of the

knowledge blocks. “Knowledge workshops" with the core team and the extended

team to generate new ideas and opportunities. Intranet application with collaborative working tools, to facilitate

knowledge sharing on a continuous basis, in between the face to face meetings.

Results achieved: The Packaging community has been consistently delivering as

per their charter. To strengthening knowledge sharing behaviour through

facilitation, training and leadership.

The barriers for implementing Knowledge Management?

Conceptual / mindset related issues: We should move from “hoarding of knowledge to gain power" to "sharing of knowledge to gain power."

Operational issues: KM should not be seen as a separate initiative, but should be integrated into current workflow as a more effective way to achieve business results.

The role of HR in institutionalizing KM in an organization

Focus on strengthening collaborative team effort to leverage collective knowledge of the enterprise.

Corporate Education. Performance Management and nurturing (sharing, doing

and caring) culture. Talent management. Recruitment, training, skill and competency development. New HRM roles are those of human capital steward,

knowledge facilitator, relationship builder, and rapid deployment specialist.

Human capital steward Creates an environment and culture in which

employees voluntarily contribute skills, ideas, and energy

Human capital is not “owned” by organization Knowledge facilitator

Procures necessary employee knowledge and skill sets that allow information to be acquired, developed, and disseminated

Provides a competitive advantage Must be part of strategically designed employee

development plan

New HRM Roles

Relationship builder Develops structure, work practices, and culture that

allow individuals to work together Develops networks that focus on strategic objectives

Rapid deployment specialist Creates fluid and adaptable structure and systems Global, knowledge-based economy mandates flexibility

and culture that embraces change

How then do HR processes and practices impact the knowledge sharing in a firm?

Job rotations

Networked organization

Training

Knowledge communities (Teams)

E- Learning

Culture change

How do we create a knowledge sharing culture?

Realign incentive and reward program: “The best KM practitioners reward employees for learning, sharing

and collaborating.

Step HR could implement are: Institute Team awards Xerox: “Eureka Hall of Fame" Hewlett Packard Consulting: in their "vision" statement: "Our consultants feel and act as if they have the knowledge of the

entire organization at their fingertips when they consult with customers. We will recognize those consultants that share and those that leverage other's knowledge and experience as most valuable members of the HP team."

HR should be the catalyst for culture change

HR will also be a key facilitator in implementing a companywide communication of value behaviours.

Team excellence workshops and process improvement (speed, simplicity and excellence) workouts are among the key initiatives that will soon be launched by HR to support the culture change.

These culture change initiatives will strongly support our

efforts to become a stronger knowledge driven company, committed to business excellence.

Develop "Knowledge Pull“.

Some of the steps that HR could take for cultural change :

Performance Development Planning (PDP); 1.Learning from experience 2.Team commitment 3.Developing others

Develop a mechanism to communicate effectively.

Collaborative effort and knowledge.

Make KM part of the Company training modules.

Hold visible knowledge sharing events.

Conclusion:

Transformation into knowledge driven organization HR has a key role to play in nurturing and strengthening

knowledge management through "learning initiatives" and "culture change initiatives.“

HR is best placed to play the role of an effective facilitator, and give positive reinforcements for Knowledge Management .

Knowledge management has already been embraced as a source of solutions to the problems of today’s business.