Chapter 2.5 Knowledge Management Flashcards
An organization hires a talent development professional to create a knowledge management strategy to capture and share the information that is in different places across the organization. What should the talent development professional do first?
Create a common repository of information for all departments in the organization.
Create a meta-data strategy for the organization based on the departments and processes.
Study the business processes to understand what knowledge is required at every stage.
Ask all department heads to create repositories for documents and information and store information there regularly.
Study the business processes to understand what knowledge is required at every stage.
Talent development professionals should connect the knowledge needs and sources with the way in which the work gets done. Studying business processes to understand what knowledge is required at every stage should be the first step. Creating repositories and meta-data strategies can occur later in the process.
A talent development professional is developing a knowledge management strategy for the research team and an organization. Why should the talent development professional ask for a work process map for the team?
To develop a meta-data tagging strategy based on the steps in the work process.
To understand at what point in the work process employees need white type of information.
To create additional necessary documentation based on the work process documentation.
To start building a repository of information for the company.
To understand at what point in the work process employees need what type of information.
Talent development professionals should connect the knowledge needs and sources with the way in which the work gets done. To do this, they can compare the knowledge management map with the work process map for the work group in question. Creating a metadata tagging strategy, additional documentation, and a repository of information should occur later in the process.
A talent development professional is creating a company’s knowledge management strategy. What should the town development professional prioritize to determine when and where employees should have access to information?
Providing more information to newer employees than older employees.
Capturing explicit knowledge before capturing tactic knowledge.
Ensuring information that is rarely use is captured first.
Ensuring employees can access relevant information when they need it.
Ensuring employees can access relevant information when they need it.
Talent development professionals should connect the knowledge needs and sources with the way in which the work gets done. Employees at all levels should be able to access relevant information when they need it. It’s important to capture the information that will be used often before capturing information that is rarely used. It is also important to capture both explicit and tactic knowledge.
A talent development professional working with an organization ask management to prioritize knowledge management as an important element of the organizational culture. The talent development professional create a system with rewards for knowledge share development professional also unless the Support management early in the process, until the budget and knowledge management system are approved. What was wrong about the talent development professional approach to the process?
Involving management only until budget approval. Considering knowledge sharing a part of the organization’s culture.
Involving management early in the process. Instituting tangible rewards for knowledge sharing.
Involving management only until budget approval.
Talent development professionals should unless the support of management early on and that Support must be overtime, demonstratable, and deeper than the budget approval. Knowledge management should be recognized as part of the organizational culture. To ensure success, leader ship should encourage and reward the public sharing of knowledge.
What should a talent development professional recommend to an organization to improve participation in creating a recording knowledge?
Assign responsibility for knowledge management to all employees rather than to a single person.
To keep participation voluntary, avoid linking awards or incentives to knowledge contributions.
Require participation by including knowledge management as part of formal job descriptions. Focus on getting employee buy into the program before getting a bye in for management.
Require participation by including knowledge management as part of formal job descriptions.
An important way to increase employee participation and knowledge management is to establish measures for participation and create reward programs. Organizations can revise job descriptions and the review process so that contributing to the system is required. Talent development professionals should enlist the support of management early on in the process. While all employees should be responsible for knowledge management, it’s important to have a single person in charge of the system.
What aspect of a knowledge management system will talent development professionals themselves most likely use in further training and development?
Awards and incentives for contributions to the knowledge management system.
Information about employees knowledge needs by role in level.
Customer centric knowledge that is both about and from customers.
Metrics about the availability, use, and longevity of information.
Information about employees knowledge needs by role and level.
Talent development professionals should understand what knowledge as required by each role in the organization, and at each level of responsibility, to accomplish organizational objectives. The system should provide a clear line of sight to the knowledge needs by roll and level and the knowledge required to accomplish the objective. Metrics about knowledge management, awards for contributions, and customer centric knowledge can be used in training and development but not as much as employee knowledge needs.
An organization ask a talent development professional to create a framework of a knowledge management system. What should a talent development professional encourage the organization to do?
Give responsibility for knowledge management to multiple people.
Encourage employees to continuously reinvent processes where possible.
Ensure that all information within the organization is given equal importance.
Capture information that is likely to be reused often in the organization.
Capture information that is likely to be reused often in the organization.
A good knowledge management system encourages sharing and re-use of knowledge and discourages reinvention, as that waste time.The organization should assign a single person to manage the knowledge management activities in the company. Information that is connected to the most important business drivers should be given more importance than less relevant information.
An organization is convinced of the importance of developing its knowledge management system and take steps to implement a knowledge management strategy throughout the company. Knowledge workers are key component of the knowledge management system, and the organization spreads responsibility for knowledge management across all departments rather than appointing a single knowledge officer. The organization also captures customer centric information and connects employees to external communities of expertise. The organization invites an ex ternal talent development professional to review at strategy. Which element of the system so the talent development professional recommend changing?
Connecting both internal and External communities of expertise.
Focusing on capturing customer centric knowledge by learning about and learning from the customers. Having knowledgeable workers be a key component of the knowledge management system rather than relying on leader ship and management roles. Spreading the responsibility for knowledge management across all departments rather than appointing a single knowledge officer.
Spreading the responsibility for knowledge management across all departments rather than appointing a single knowledge officer.
When implementing a knowledge management strategy, it’s important for an organization to designate a point person, a chief knowledge officer, to promote and manage the knowledge management activities in the company. Focusing on both learning about and learning from their customers, empowering knowledge workers by making them a key component of the knowledge management system, and creating a link between internal and external communities by using formal virtual communities are all good practices when creating a knowledge management system.
A talent development professional training a group of managers and knowledge management practices fines at the managers have several misconceptions about knowledge management. What is a misconception about knowledge management that the town development professional should correct?
Knowledge is an unknown asset in terms of measurable value to the business.
Effective knowledge management may reduce cost and increase productivity.
Metrics around the collection and use of knowledge can and should be captured.
One goal of knowledge management is to prevent the reinvention of processes.
Knowledge is an unknown asset in terms of measurable value to the business.
It is important that organizations measure how knowledge management contributes to the business.Metrics around to use, contribution, longevity, and sharing of information can all be implemented and tracked by and effective system. By recording and sharing best practices, organizations can prevent reinvention and, thus, be more efficient and more effective by encouraging reuse of the best ideas and methods. As knowledge and best approach is our shared an embedded in structural knowledge, cost an hours worked (as represented as cost per output) may be reduced.
Instability in an industry has lead to high turnover in an organization, with many employees leaving the company. What must the manager responsible for the knowledge management system prioritize in this scenario?
Reducing the loss of expert knowledge by formally capturing explicit and tactic knowledge.
Improving the quality of information system by ensuring that it is updated regularly.
Capturing customer centric knowledge to improve the companies competitiveness in the industry. Introducing metrics to measure they use, sharing, and longevity of information in the knowledge management system.
Reducing the loss of expert knowledge by formally capturing explicit and tactic knowledge.
One benefit of knowledge management is that it is reduces the loss of expert knowledge by formally capturing explicit and tactic knowledge. In a volatile situation with high employee turnover, this should be the priority for knowledge management. Capturing customer centric knowledge, and reducing metrics around knowledge management, and improving the quality of information through regular updates are all important task and knowledge management but I’m not the first priority when employees are leaving the organization.
A talent development professional needs to create a training program on compliance to labor laws for an organization. The talent development professional has an existing course in mind that is someone else’s copyright but it’s likely to be very useful for the organization and plans to check the legality of using this course. What kind of content can the existing course be best classified as?
User generated content.
Public domain content.
Third-party content.
Subject matter expert generated content.
Third-party content.
Existing course can be classified as a third-party content because it was created by someone else. To use the content, the talent development professional should check the legality of using the content and see how it needs to be modified to fit the organizations needs. User generate content is generated by the user. While this course may have been reviewed by a subject matter expert, it fits the description of third-party content the best. Since the course is someone else is copyright, it is not public domain content.
What is an example of user generated content in an organization?
A human resources manager shares the company’s policies with the employees.
An instructional design trainer shares a link to an online presentation with learners.
Software developers post their ideas on a learning portal for feedback.
A group of learners exchange a SME authored blog post references
Software developers posting their own ideas on the learning portal for error minimization would be an example of user generated content.
Company policies are drafted by certain individuals within the organization on behalf of the organization and cannot be termed as user generated content.
Presentations available online and SME authored blog post examples of public domain content.
A talent development professional bookmarks various websites while researching content for a learning module on stress management. In the context of curation of information, what has a talent development professional done?
Shared information.
Transformed information.
Stored information.
Applied information.
Stored information.
When Bookmarking websites, the talent development professional is storing information so that it can be used later, as needed. Storing information is one of the actions that any curator of content undertakes. Since the talent development professional has not done anything with the content yet, the remaining options are incorrect.
What is the difference between inspiration and aggregation?
Inspiration is formal and personal, whereas aggregation is informal and more relevant to the organization.
Inspiration is Curation by other people on ones behalf outside a formal learning environment, or as aggregation is done in a formal learning context. Inspiration is a personal creation process, whereas aggregation is how people individually manage knowledge on a day-to-day basis.
Inspiration is how individuals blend new learning experiences with existing thoughts, whereas aggregation is how individuals apply new insights in the real world.
Inspiration is curation by other people on one’s behalf outside of formal learning environment, whereas aggregation is done in a formal learning context.
Inspiration is the Curation that is done by other people on one’s behalf, outside a formal learning environment. Aggregation is the same thing but done in a formal learning context. Integration is a more personal creation process; it is how individuals blend new learning experiences with existing thoughts. And finally application is how individuals apply new insights in the real world and manage knowledge on a day-to-day basis.
If a talent development professional has a creation mindset, what characteristic is the talent development professional likely to possess?
Understand by reflecting instead of understanding by communicating.
Welcomes comments instead of inviting comments. Annotates to understand instead of attempting to add value.
Shares as part of insight instead of sharing as an afterthought.
Sharing as part of insight as opposed to sharing as an afterthought is a characteristic of a curation mindset.The other options are characteristics of a learning mindset.
