Knowledge exists at all levels within all Organisations. It exists both vertically and horizontally across all levels and this repository of knowledge is an often overlooked, unharnessed prized Organisational asset.
HR professionals should be seeking to address and harness this. It is more important now than ever, given the knowledge economy we live in where often what differentiates modern Organisations is their ability to systemize and use this knowledge productively and purposefully.
As I see it, the challenge to us is threefold:
1) Develop Organisation Cultures that facilitate and reward knowledge sharing and knowledge collaboration. This is a largely unexplored activity. It will not happen naturally and will need focus and leadership to flesh out how best to do this. Organisations that crack this will flourish and have a unique asset in their armoury. It is a clear competitive advantage.
2) Build out Knowledge Inventories and Organisational Knowledge Hubs.
3) Code advanced data analytics to ensure that insights contained within are available to all Organisation team members, are fully understood and fully usable.
An added complexity is that much of the key knowledge that exists across an Organisation is Tacit Knowledge. Much of an Organisation’s expert knowledge base is in employee heads and not in an existing Organisational Database. New, creatively designed, databases are required.
Put simply I would empower HR professionals to seek to build knowledge Inventories within their Organisations. This will involve development of bespoke systems to capture this and advanced data analytics to retrieve this knowledge effortlessly, speedily, in a useable way.