I had outlined the purpose of creating this blog in the class. However to recap, the objective of the blog is to share information on the subject of Knowledge management.
Each one of you should select an article on Knowledge Management or Organizational learning. You should show me a hard copy of the article. After my approval, you should prepare a presentation based on this article for delivery in the class. You could also post the presentation on the blog.
Your classmates can view the presentation and make their comments during the duration of the course.
At the end of the term, you would have submit a final report based on the article and the comments/feedback of your classmates.
Your presentation and the report would be part of the internal evaluation. So would your comments posted in the blog and interactions in the class room would be taken for internal assessment.
To start off, I am posting the address of a few websites which you can visit to identify an article.
1. www. ikmagazine.com
2. www. brink.com
3. www. kmworld.com
4. www. kmmagzine.com
Prof GR
10 comments:
As i earlier in the class raised this issue that followers can comment on the post but they wont be able to post their article in the blog.the rights for posting article is only for the blog owners not for the follwers.so better we can think of some alternate course of action. the approved article can be send to vaseem mail id .in turn he can post it in the blog by stating the credit to so and so name .
as each and everyone were asked to select an article for presentation .i have selected article from HBR topic is:When knowledge management hurts.
link:http://blogs.hbr.org/vermeulen/2009/03/when-knowledge-management-hurt.html.
Talent Management for the Twenty-First Century
by Peter Cappelli
10 pages. Publication date: Mar 01, 2008. Prod. #: R0803E-PDF-ENG
Most firms have no formal programs for anticipating and fulfilling talent needs, relying on an increasingly expensive pool of outside candidates that has been shrinking since it was created from the white-collar layoffs of the 1980s. But the advice these companies are getting to solve the problem--institute large-scale internal development programs--is equally ineffective. Internal development was the norm back in the 1950s, and every management development practice that seems novel today was routine in those years--from executive coaching to 360-degree feedback to job rotation to high-potential programs. However, the stable business environment and captive talent pipelines in which such practices were born no longer exist. It's time for a fundamentally new approach to talent management. Fortunately, companies already have such a model, one that has been well honed over decades to anticipate and meet demand in uncertain environments: supply chain management. Cappelli, a professor at the Wharton School, focuses on four practices in particular. First, companies should balance make-versus-buy decisions by using internal development programs to produce most--but not all--of the needed talent, filling in with outside hiring. Second, firms can reduce the risks in forecasting the demand for talent by sending smaller batches of candidates through more modularized training systems in much the same way manufacturers now employ components in just-in-time production lines. Third, companies can improve their returns on investment in development efforts by adopting novel cost-sharing programs. Fourth, they should seek to protect their investments by generating internal opportunities to encourage newly trained managers to stick with the firm. Taken together, these principles form the foundation for a new paradigm in talent management: a talent-on-demand system.
hi friends it is an article from HBR
Talent Management for the Twenty-First Century
by Peter Cappelli LINK IS http://hbr.org/product/talent-management-for-the-twenty-first-century/an/R0803E-PDF-ENG This article is about how supply chain concepts can be linked to talent management based on the four principles
strategy presentation was good but it is better for companies to combine.McKinsey ,Bain extract Knowledge objects from consulting reports ,benchmark data and Market segmentation analysis and place them in repository for people use as a part of codification In personalization Hughes ,Microsoft and Time life have created Knowledge Maps that identiy valued skills competencies and knowledge and show people where to go and whom to contact
presentation regarding strategies which is to be followed in km it was really good but i doubt tht is it really work .this article would be more meaningful if we would hav taken a similar article which says how a company does km and after tht if we would hav taken this article .it would given more meaning full which i personally felt
well in my opinion, Shantashree's presentation was pretty impressive. With the examples given, I could relate to Codification and Personalization strategies much better with other examples that strike my mind now n then. Shanta I would want to read the whole article.. Please post it here.. :)
Along with talent mgt i am presenting an article regarding trust Summary of the article is
Recently, the IBM Institute for Knowledge-Based Organizations (IKO) studied the role of trust in knowledge sharing. Factors such as the strength of the relationship between the knowledge seeker and the knowledge source, the difference between competence-based and benevolence-based trust and the type of knowledge being exchanged were explored. Data from a two-part survey of 138 people in three companies were analysed to discern how trust affects knowledge sharing and how individuals evaluate the trustworthiness of others when seeking knowledge. By applying this new insight, managers can take explicit actions to help build trust -- and, in turn, encourage knowledge sharing.
Nidhi thank you very much for the positive feedback. i did try 2 keep your request by posting the article, but it has some characters limitations, so i am mailing u the article.
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