Using Knowledge Management to vastly improve

Human Resource Management

 

 

Human Resource Management (HRM) needs to and can move in a more strategic direction by using Knowledge Management. I see HR moving from being a cost center administrative function to an active contributor of corporate profits.

 

Outcomes and Opportunities this Idea affords:

 

·        Working closely with the organization’s business managers, HR can apply knowledge to find the right assignments for associates as well as the right associate for the assignment.

·        Focus placed on the issue of knowledge transfer and attracting, retaining and placing the best people.

·        Create a HR knowledge management system that captures associate work-related traditional “hard” and “soft” skills, as well as “cultural” skills.

·        Identify associate “social network” experiences. Use social network analysis to identify “hubs of knowledge.” These are the individuals to whom others consistently turn to for expertise or personal contacts. This is a starting point for enabling us to make better use of this knowledge by creating communities of practice that can be tapped into.

·        Use the social network for recruitment and team building.
Implement an exit interview program that identifies management issues for resolution and captures tacit knowledge of departing associates for inclusion in HR knowledge database.

 

Resources affected:

 

·        One study identified that companies typically spend between $10,000 and $30,000 to replace a departing associate, and takes between one to two month to fill a role. Reducing these numbers will have a great impact on profits.

·        Identifying the right assignments for associates as well as the right associate for the assignment will result in greater outcomes for the organization and greater fulfillment for the associate, thereby increasing organization success.

·        Changing HR from a cost center administrative function to an active contributor of corporate profits.

 

Risks mitigated or eliminated:

 

·         The loss of valuable skills and knowledge from associates that depart, or the knowledge that would previously have gone uncollected.

·         The key issue is not about the latest information technologies, but whether those technologies are used within, and for facilitating, a culture of information sharing, relationship building and trust. This relationship building is complimented with Relationship Performance, another initiative with an exceptional return.

·         I am Relationship Performance Certified for both Associates and Talent Stewards.

 

If you have not already, click on my SeeMe tab to see my experiences and qualifications that enable me to deliver these outcomes associated with this idea.

 

Then give me your thoughts (see above).

 

I’m ready to serve you with Incredible Human Resource Management!