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I-KNOW: track

My talk (paper, presentation). In brief: I presented the examples of partnership/joint work between KM and HR/training/e-learning teams from several studies we did, summarised them as three themes and illustrated with scenarios.

As usual presentation can be polished more, but I’m happy that I managed to finish 1 minute before the “timeover” and had some interesting questions:

  • Are there any studies showing effects or ROI of integration?
  • What are the most important/most common barriers between KM and HR teams?
  • What can be done for providing “blended learning” type of environment if training is outsourced?

Dietmar Paier (www.zbw.at) provides a good overview of using SNA in KM based on a case-study.

Some points

  • Wetzstein 03 study: both formal and informal structures are important for creating knowledge in organisation.
  • Informal structures of information and communication flows shape the patterns of information exchange and knowledge processes
  • Zack 00: use of information and knowledge tends to follow existing social structure
  • Providing SNA back to an organisation is a great source for the reflection and change
  • No theoretical framework of using SNA for knowledge networks is available (Is it true?)


  • What are the indicators of healthy knowledge network?
  • How does it (SNA) scale?

David Hicks talks about applying ideas from structural computing to KM. I didn’t got it totally (and in any case it’s too technical for me), but someone may be interested to look at their prototype at http://cs.aue.auc.dk/construct/

Archived version of this entry is available at http://blog.mathemagenic.com/2003/07/04.html#a660; comments are here.

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