Faisal Aldakhil’s Post

💡 Organizational knowledge consists of an organization's collective skills, data, intellectual property (IP), and overall experiences. A robust knowledge management system can reduce the time employees spend searching for information by up to 35% and boost organization-wide productivity by 20% to 25%. In today's article, we take a thorough look at organizational knowledge management: 🔹 What is organizational knowledge? 🔹 What is organizational knowledge management? 🔹 Why organizational knowledge management is important: 👉 Greater competitive advantage 👉 Maximized knowledge retention 👉 Improved decision-making 👉 Enhanced collaboration and innovation 👉 Increased customer satisfaction 👉 Employee productivity 🔹 7 Types of organizational knowledge: 1️⃣ Tacit knowledge 2️⃣ Implicit knowledge 3️⃣ Explicit knowledge 4️⃣ Declarative knowledge 5️⃣ Procedural knowledge 6️⃣ Individual knowledge 7️⃣ Collective knowledge 🔹 A 9-step guide for HR on managing organizational knowledge: 1️⃣ Determine the scope and extent of your company's existing knowledge 2️⃣ Collect and document important knowledge types and aspects 3️⃣ Store knowledge securely but allow authorized parties easy access 4️⃣ Establish platforms for knowledge sharing 5️⃣ Use knowledge to inform decision-making and guide problem-solving 6️⃣ Keep knowledge as current as possible 7️⃣ Assess the quality, relevance, and impact of knowledge 8️⃣ Secure and protect proprietary knowledge 9️⃣ Promote a knowledge-centric culture throughout the workplace 🔹 2 Real-life organizational knowledge management examples As an HR professional, what's your experience with organizational knowledge management? Do you have any best practices or tips to share? Or perhaps some pitfalls to avoid? I'd love to read them in the comments! 🙏 Happy reading. ⬇️ https://lnkd.in/eAkjshA6 #KnowledgeManagement #HRM #Productivity AIHR | Academy to Innovate HR

Excellent summation of Knowledge Management conducive for organisational growth & Human Resources Development. The need for Knowlege Management and acquisition should emanate from Corporate Management as a philosophy. Thereafter, it should cascade down to Business Level , namely to the VPs, so that it becomes the Culture of the organisation. Thereafter it should be passed on to the operation levels, so that it becomes the climate of the organisation. In this manner, the organisation can transcend to a Learning Organisation. Every organisation is striving to become a Learning Organisation and gain their own competitive advantage in their respective sphere of activity . Lastly, wish to add the very basic principles such as the following : Data : is obtained from various print and social media . Knowledge : From the data collected, we retain what is essential for us which we classify as Knowledge Acquisition. When we start using the Knowledge Acquired, we gain wisdom which is implicit knowledge.

Great summary that gives a clear perspective on the importance of knowledge management for business growth! Constant knowledge upgrading will keep your business growing in the highly competitive future.

HR practices are becoming critical in a world that is changing faster than we can imagine, throwing up new challenges in attracting and retaining talent. It is imperative for organisations to beef up their talent pool and equip them with the tools to navigate a dynamic future. This will give organisations the edge, while moving towards the advancements brought about by technology, and a change in mindset about life and the way we work, especially among the younger demographic. Our HR leader Shrikant Wavre highlighted these issues in his speech at the event organised by LinkedIn, “Future Ready with LinkedIn: Elevating Your Workforce with LinkedIn Learning Solutions”. He gave a glimpse of what lies ahead for Kshema. “At Kshema, we view Learning & Development (L&D) as more than just a tool or a procedure. It is a critical component tied to our vision and business goals which profess a progressive approach to strategic resilience.” Shrikant added, “Our values emphasise accessibility, delivery on promises, and a customer-first attitude. Thus, we look forward to being progressive by implementing cutting-edge technology to provide enough learning opportunities to our talent to be resilient, robust and prepared to handle the demands of our expanding business.” Kshema has already developed critical online learning systems for the underwriting and actuarial functions to impart domain knowledge with plans to launch competency modules from the LinkedIn L&D platform for our employees. “We will sustain our top position by leveraging the LinkedIn L&D platform to continually enhance our learning culture,” concluded Shrikant.

As a professional can we say knowledge management is the same as training and development in any organization? Knowledge management in an organization is when an employer gathers, organize, analyze, and share knowledge information making it easily accessible to employees. KM can be highly beneficial when a well- structured strategy and best practices are designed specifically to assess organizational needs and culture. ➡️Improves operational efficiency and employee performance. ➡️Reduces knowledge loss due to employee turnover over. ➡️Increase cross-functional collaboration and innovation. ➡️Promote the generation of new knowledge for continual learning. When looking at the benefits, challenges must not be overlooked. ➡️Resistance to change and insufficient resources. ➡️Information overload and hoarding. ➡️Keeping pace with technological development. ➡️Difficulty in capturing, documenting and managing the right knowledge. With a right strategy and management system would foster collaboration when employee is carried along in the implementation process making it difficult for knowledge hoarding or loss. Also determine the right type of knowledge and softwares that align with company’s objectives and goals. #WorkflowsHR

Maximising ROI from your digital HR & Learning tools is about delivering value to your customers. I’ve spent the last 10+ years helping HR and Learning teams transform their strategies, working on multiple global HR and L&D transformation programmes, implementing HR tech tools that drive measurable impact. Here are 3 things I teach my clients to help them extract the maximum value from their HR tech investment: 👉 Think of HR tech as a product, not a project. A project has an end date, but a product evolves. Keep iterating to meet the changing needs of your people. 👉 Treat employees as customers. Their experience matters just as much as the technology. When employees feel valued, and involved in the design process, adoption and engagement follow naturally. 👉 Focus on continuously delivering value, not just launching tools. Digital adoption isn’t just a one off event, it’s about continuously solving the right problems and pushing out tangible benefits to employees. -------------------------- P.S. If you're curious about learning more about the concept of HR Technology as a product, simply comment "VALUE" and I'll DM you some more goodies! Happy Tuesday! ✌️

An effective knowledge transfer plan can increase employee productivity by 25% and decrease turnover by 35%. A knowledge transfer plan is a documented strategy designed to capture critical knowledge from one individual, team, or department to another. It ensures that essential information is preserved and accessible to those who need it, particularly during periods of change. Here are the steps for a successful knowledge transfer plan: ✔️ Identify critical knowledge: Catalog essential skills, institutional knowledge, and client information. ✔️ Select knowledge holders and receivers: Employees with extensive experience and employees with potential to benefit from knowledge. ✔️ Choose appropriate transfer methods: The right transfer methods depend on the type of knowledge and the learning styles of the receivers. ✔️ Develop a knowledge transfer schedule: Set clear timelines for each knowledge transfer activity and monitor progress. To uncover 3 more essential steps for a successful knowledge transfer plan, read our full article 👇 https://bit.ly/40SNZ58

In today's dynamic business landscape, personalized learning paths have become pivotal for enhancing employee engagement and productivity. By tailoring skill-building programs to meet the unique needs of each team member, I ensure they acquire the most relevant skills swiftly and effectively. ♟️ This strategy not only addresses talent shortages and rising manpower costs but also helps maintain a competitive edge and fosters innovation within your organization. 📊 Recent studies in the Asia-Pacific region show that more than half of L&D and HR leaders view improving training and development as their top strategy for enhancing workplace culture. Providing greater flexibility and autonomy, along with facilitating collaboration, are also key priorities. These trends highlight the importance of personalized learning experiences in helping employees grow professionally and fostering a sense of community. Take IBS Software as an example. This leading SaaS solutions provider leveraged Degreed's comprehensive learning technology to integrate various learning ecosystems and create a unified, accessible learning platform. This initiative has not only supported employees in meeting their role competencies but also boosted performance and career advancement. 🌱 Tailored learning experiences are essential for sustaining productivity and engagement. Let’s talk more about how upskilling can help your company sharpen its competitive edge. #SkillDevelopment #PersonalizedLearning #EmployeeEngagement #TalentManagement #Degreedlaunchpad

⁉🤔 𝙏𝙝𝙚 𝙗𝙧𝙖𝙞𝙣-𝙗𝙧𝙤𝙠𝙚𝙣 𝙦𝙪𝙚𝙨𝙩𝙞𝙤𝙣: What innovative approaches have you, as L&D experts, found most effective in driving engagement and growth within your teams? 🧠 𝙎𝙢𝙖𝙧𝙩 𝙩𝙖𝙠𝙚-𝙖𝙬𝙖𝙮𝙨: 💡 Reskilling & Upskilling 🚀: Focus on equipping employees with new skills or enhancing existing ones to meet evolving job demands. This provides clear career advancement pathways and increases the company's attractiveness to potential talent. Regular training programs contribute to a culture of continuous improvement, which is highly appealing to top talent. 💡 Leveraging Technology in Learning 💡: Implementing Learning Management Systems (LMS) facilitates personalized learning experiences tailored to individual skill gaps. Moreover, leveraging analytics helps identify competency deficits, enabling targeted training initiatives that directly address these gaps. 💡 Digitalization of Internal Knowledge 📚: Creating digital repositories and platforms (e.g., intranets, forums) promotes easy access to internal resources and expertise, encouraging collaboration and continuous learning. By effectively leveraging these L&D strategies, organizations can attract quality hires and ensure their ongoing effectiveness through targeted development efforts, modern technology, and a strong culture of shared knowledge. This comprehensive approach ultimately leads to increased employee engagement and improved organizational performance. 📲 https://lnkd.in/gxVY263 💬 What are you doing in your organization to promote continuous learning and talent development? #LearningAndDevelopment #Upskilling #Reskilling #ContinuousLearning #LMS #EmployeeEngagement #HR #FutureOfWork

An effective Learning and Development (L&D) strategy aligns employee growth with organizational goals, leveraging modern tools and approaches. Key steps include assessing workforce needs, setting measurable goals, creating personalized learning paths, and fostering a culture of continuous improvement. Well-executed strategies enhance employee performance and drive long-term business success. #Futurense Technologies #LearningAndDevelopment #EmployeeGrowth #WorkforceSuccess #ContinuousImprovement #L&DStrategy #OrganizationalGoals #SkillBuilding #CorporateTraining #PersonalizedLearning #BusinessSuccess https://lnkd.in/dgkutjXR