Re: Looking for a global benchmark on knowledge transfer #knowledge-retention #knowledge-transfer
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Nick Milton
Indeed, and if I understand correctly, Shell only take about 5% of their leavers through the ROCK process. For the remainder, it is assumed that they have been contributing effectively to the collective body of knowledge throughout their career. In other words, retention is done as an exception.
That’s why it’s hard to find a benchmark for retention alone, because the more effective your KM program, the less of an issue retention becomes.
Nick Milton
From: main@SIKM.groups.io <main@SIKM.groups.io> On Behalf Of Murray Jennex via groups.io
Sent: 12 January 2023 01:43 To: tim.powell@...; main@SIKM.groups.io Subject: Re: [SIKM] Looking for a global benchmark on knowledge transfer #knowledge-retention #knowledge-transfer
totally agree with you Tim, our real finding (although somewhat hidden) is as you say, harvest continually....murray -----Original Message----- Thanks Murray, I will read this carefully.
Part of the solution to the timing issue is (ideally) to do this harvesting on an ongoing basis. Waiting for a separation event, as you point out, invites other problems.
tp
TIM WOOD POWELL | President, The Knowledge Agency® | Author, The Value of Knowledge | New York City, USA | TEL +1.212.243.1200 | SITE KnowledgeAgency.com | BLOG TimWoodPowell.com |
From: <main@SIKM.groups.io> on behalf of "Murray Jennex via groups.io" <murphjen@...>
I did a paper on knowledge loss risk in 2014 (attached) and the basis for this paper was retirements. I was working with a defense contractor and we were trying to develop a suite of tools to assist in capturing knowledge and facilitate knowledge transfer. The paper outlines one of the tools as we determined the key issue was figuring out when people were retiring or leaving (leaving is much tougher to determine) and outlines a process for determining who has critical knowledge and how soon they may be leaving, then lists a number of approaches for capturing their knowledge based on the length of the time frame available. I've used the tool, not sure if anyone else has. I'm currently working on modifying the tool using lessons from the new norm of COVID....murray jennex -----Original Message----- Dear Martin,
I recently had a client ask me a similar question – which is an excellent one, given the wave of retirements many organizations currently face. Here’s a summary of my recommendations to them, which may give you some ideas – though you have already hit on some of my points: https://timwoodpowell.com/knowledge-erosion-how-to-avoid-it/
Kind regards,
Tim
TIM WOOD POWELL | President, The Knowledge Agency® | Author, The Value of Knowledge | New York City, USA | TEL +1.212.243.1200 | SITE KnowledgeAgency.com | BLOG TimWoodPowell.com |
From: <main@SIKM.groups.io> on behalf of Martin Dugage <mrdugage@...>
Dear KMers I am looking for an example of a large company anywhere in the world having an outstanding knowledge transfer practice concerning retiring experts and key people. I have several examples of companies with excellent "social" practices like removing these people from operations one or two years before their departure and turning them into teachers and professors with the help of the KM department. That is what Airbus did a few years back, and that we copied at Framatome. I also have numerous examples of such people hired back as consultants after their departure. But I have no example whatsoever of a company having consciously leveraged technology to organize the community of its expert alumni, with the objective: · to maintain ongoing exchanges · to hire them as subject matter expert to give a mastercourse · to keep them in the loop of some of its projects as project reviewers, · to invite them as occasional guests in its online or face-to-face workshops, · to use them as contributors on some defined groups on its collaboration platforms · etc. along with the associated legal, technical and economic framework. If you have any name or contact, including in the web3 space (who knows?), I would appreciate you letting me know. Many thanks and happy new year again! Best Regards -- Martin ROULLEAUX DUGAGE MOPSOS "you train for certainty and educate for uncertainty" |
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