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Grievance may be any genuine or imaginary feeling of dissatisfaction or injustice which an employee experiences about his job and it’s nature, about the management policies and procedures. It must be expressed by the employee and brought to the notice of the management and the organization. Grievances take the form of collective disputes when they […]
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Human Resource Planning (HRP) is the process of forecasting the future human resource requirements of the organization and determining as to how the existing human resource capacity of the organization can be utilized to fulfill these requirements. It, thus, focuses on the basic economic concept of demand and supply in context to the human resource […]
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Typically a career involves a growth path which takes an individual to a higher position in the organizational hierarchy over a certain period of time. It is called the career ladder or the career path. Most of the organisations map out various steps in the lifetime of an organisation in advance. This is done to […]
Approach to Youth Entrepreneurship Policy Making
Youth is one of the prime and most important human resources of each and every nation. Providing growth opportunities, enabling and equipping the youth with skills required for acquiring professional qualifications as well as building entrepreneurial capabilities is one of the prime areas of focus of every country to harness the potential available. Building youth […]
Tips and Suggestions for Those Wishing to Enter Creative Professions
If you are thinking of making a living through creative professions such as writing, design, art, or the other creative and offbeat professions, there are indeed ample opportunities to make tons of money as well as indulge in one’s passion. While in earlier eras, only a few among the writers and artists as well as […]
For organizations that have knowledge management or KM systems in place, it is important to distinguish between the vast streams of data that is the outcome of the intersection of the online world and the organizational processes and useful information among this data.
In other words, not every piece or artifact that is submitted to the KM portal is useful as employees might use the data and information freely available on the internet as their own submissions to the KM portal. This happens because many organizations mandate the submission of artifacts to the KM portal as being integral to the employees’ performance appraisal. Therefore, for those employees who cannot submit anything original, there is a temptation to pass of publicly available information as their own leading to issues of intellectual property and plagiarism.
As we shall discuss later, the organizational gatekeepers to the KM portals have a tough time in sorting and sifting through the submissions and this might lead to outages and wastages of time by these gatekeepers. It is important to remember that the basic tenet of KM is that data and information are separate, not all data is information, and only that information that is meaningful and relevant as well as pertinent to the organization is information and knowledge that can be used for the benefit of the organization.
A possible solution to this situation where the gatekeepers to the KM portal have to spend a lot of time in sorting out the useful stuff from the garbage is to use a plagiarism checker or a plagiarism detector that would weed out the submissions comprised of freely available information on the internet. By doing so, the organizations can ensure that the KM portal has artifacts that do not violate the intellectual property ownership and related aspects.
Another solution would be to institute a peer review process wherein the submissions are vetted by the coworkers of the employees who are contributing to the KM portal. In this manner, the organizations can ensure that the vetting process would weed out the unwanted submissions. Of course, the employees who are doing the vetting have to spend their time and for this, they can be rewarded through bonus points for submissions. This practice is followed by many multinationals where they provide incentives to the employees to submit relevant content, monetary, and non-monetary rewards for useful submissions.
Talking about incentives and rewards, organizations that have world-class KM portals usually provide monetary incentives for the best submissions to the KM portal to incentivize the employees to contribute in a positive manner.
Further, those organizations that do not have the size or the scale to provide monetary incentives often provide movie tickets, tickets to shows and plays, and even coupons that can be redeemed at outlets to the employees so that they are encouraged to not only contribute to the KM portal but also to provide meaningful and relevant content. This is apart from the KPAs or the Key Performance Areas in the appraisals that reward employees for meaningful KM portal submissions.
The point here is that effective knowledge management leads to synergies and efficiencies and hence, organizations can invest some time and resources to build a KM portal that would ultimately help them in succeeding at the art of knowledge management.
Finally, effective knowledge management is a process that is ongoing and involves close engagement between the employees and the organizational KM processes. Therefore, it would be in the interests of the organizations to ensure that employees are motivated and encouraged to contribute to the KM portals through their own initiative and not only because of monetary and non-monetary incentives.
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