KM and Identification of Training Needs
How does KM help in Competency and Skill Mapping?
Would KM drive this need or simply enable it? Enabler
Traditionally: The work experience per se, the training plans and programs, the self-learning as well as mentoring programs help develop the competency of the employee. Not so sure what is meant by mapping here. If you’re talking about recognizing someone’s competency and skill levels and keeping track of them in an employee matrix, then I guess this is traditionally put together by the HR team in coordination with the business managers
So, What is KM’s Value-add? KM can bring in the following to contribute to competency and skill development as well as mapping: a) Focus on mentoring using social network analysis b) community-based learning and competency development c)mapping of competency and skill levels using the participation quotient of the employee in KM initiatives like expertise banks, discussion forums, repositories, communities etc. Additionally, Blogs can help the employee reflect and collate his thoughts and establish his competencies in a much more transparent manner.
The Idea: A KM environment promotes competency development programs that leverage on not just formal and external agents but also internal resources on a part time basis. It can help connect people who can learn from each other and of course mentors and mentees. Additionally, a person’s real expertise and knowledge (which is a reflection of the competency) can be gauged by his participation in the collective endeavors that form a part of typical KM systems.
The Details: Culture, Process and Technology: Mentoring, Social networking tools, Blogs and community interaction.