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.
- 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/