Knowledge Management Training and Development

Introduction:

The Knowledge Management Training and Development course emphasizes the human elements of Knowledge Management rather than focusing solely on technology. Effective Knowledge Management involves fostering a culture where individuals are encouraged to share both their successes and, at times, their failures.

Knowledge is the most valuable asset within any organization, making it crucial to protect and nurture it. This course will guide you on how to do just that, equipping you with the practices needed to safeguard and enhance organizational knowledge. For instance, enterprise social networking tools like blogs and multimedia are revolutionizing Knowledge Management, making work more engaging and satisfying.

Objectives:

Upon completion of this Knowledge Management Training and Development, learners should be able to:

• Capture and share knowledge effectively.
• Create a climate for learning.
• Build systems that recognize and reward the sharing of knowledge.
• Initiate and reciprocate departmental knowledge sharing.
• Develop an atmosphere of trust throughout the organization.
• Empower supervisory and management teams to empower employees.
• Enhance positive motivation for employees to become team players.
• Involve the workforce in day-to-day activities at the workplace.
• Implement a performance management system that supports Knowledge Management.

Training Methodology:

• Small Group Discussions
• Case Studies
• Interactive Workshops
• Role-Playing Exercises
• Scenario-Based Learning
• Peer Learning
• Simulation Exercises
• Feedback Sessions
• Self-Assessment Activities
• Action Planning Sessions

Course Outline:

Unit 1: Knowledge Management, Empowerment, and Engagement

• Defining a learning organization: people, teams, organization
• Understanding Competitive Advantage, Productivity, Profit
• Characteristics of Engaged Employees vs. Disengaged Employees
• Characteristics of Empowered Employees vs. Unempowered Employees
• Motivation: Extrinsic vs. Intrinsic

Unit 2: Techniques for Engaging Employees

• Informal participative decision-making programs
• Job enrichment
• Self-managed work teams
• Informal and formal consultation processes
• Enterprise Social Networking, Blogs, Multimedia

Unit 3: The Role of the Supervisor and Team Leader in Knowledge Management

• Quid Pro Quo: initiative vs. reciprocation
• Interpersonal skills involved: listening, communicating, assertiveness, influence
• The responsibility for people
• Delegation
• Recognition for efforts to share knowledge

Unit 4: Empowered Performance Reviews

• Making Knowledge Management part of performance management
• Motivating through feedback
• The importance of praise and how to make it more effective
• Coaching for authentic development and continuous learning

Unit 5: Handling Change, Networking, and Systems

• The change curve
• Upwards management
• Involving suppliers and contractors, the supply chain
• People-to-people business
• Return to social networking