Date   

Re: New KM or related books? Seen any good ones? #books #KMWorld

Arthur Shelley
 

Hi Jane,

Several of the topics in Stans list are covered in an interdependent way in my 2 most recent books:
KNOWledge SUCCESSion, released a few years ago now
and 
Becoming Adaptable, to be released globally in the next month or so. Becoming Adaptable is very pertinent to cocreating new knowledge in the current uncertain world. It also advises people on how to choose and act on most appropriate knowledge and behaviours in novel situations. 

Arthur Shelley
Founder, Intelligent Answers
Producer Creative Melbourne
www.OrganizationalZoo.com
@Metaphorage
+61 413 047 408
https://au.linkedin.com/pub/arthur-shelley/1/4bb/528 

On 7 Jul 2021, at 09:07, Patrick Lambe <plambe@...> wrote:

Learning to make a difference: value creation in social learning spaces by Etienne and Bev Wenger-Trayner


P


Patrick Lambe
Partner
Straits Knowledge

phone:  +65 98528511

web:  www.straitsknowledge.com
resources:  www.greenchameleon.com
knowledge mapping:  www.aithinsoftware.com

<SK18th_Anniv2020_emailfooter (2).jpg>

On 7 Jul 2021, at 4:26 AM, Stan Garfield <stangarfield@...> wrote:

Jane, here are ten to consider:
  1. A Research Agenda for Knowledge Management and Analytics edited by Jay Liebowitz
  2. The Gig Mindset Advantage: Why a Bold New Breed of Employee is Your Organization’s Secret Weapon in Volatile Times by Jane McConnell
  3. The Journey Beyond Fear: Leverage the Three Pillars of Positivity to Build Your Success by John Hagel
  4. Lead. Care. Win.: How to Become a Leader Who Matters by Dan Pontefract
  5. Build Your Community: Turn your connections into a powerful online community by Richard Millington
  6. Beyond Collaboration Overload: How to Work Smarter, Get Ahead, and Restore Your Well-Being by Rob Cross
  7. Learning to Make a Difference: Value Creation in Social Learning Spaces by Etienne Wenger-Trayner and Beverly Wenger-Trayner
  8. The Knowledge Services Handbook: A Guide for the Knowledge Strategist by Guy St. Clair and Barrie Levy
  9. The Value of Knowledge: The Economics of Enterprise Knowledge and Intelligence by Tim Powell
  10. Handbook of Community Management: A Guide to Leading Communities of Practice by Stan Garfield


Re: Need advice re helping a small company organize their training documents #SharePoint #learning #content-management

Dylan Williams
 

Thank you Robert. I'll need to look into columns in Sharepoint - my knowledge is limited there. I like your organizational approach - subject and type.

Regards,

Dylan


Re: New KM or related books? Seen any good ones? #books #KMWorld

Patrick Lambe
 

Learning to make a difference: value creation in social learning spaces by Etienne and Bev Wenger-Trayner


P


Patrick Lambe
Partner
Straits Knowledge

phone:  +65 98528511

web:  www.straitsknowledge.com
resources:  www.greenchameleon.com
knowledge mapping:  www.aithinsoftware.com



Re: New KM or related books? Seen any good ones? #books #KMWorld

Stan Garfield
 


New KM or related books? Seen any good ones? #books #KMWorld

Jane Dysart
 

Seen any recently published books relating to KM?  or any of Stan Garfields 260 related terms?
Hoping to have a KMWorld bookstore at the conference in DC in Nov so looking for some recommendations!

Bring them on!

Thanks

Jane

 

 

Jane Dysart, Program Director

KMWorld 2021

Nov 15-18

https://www.kmworld.com/Conference/2021

 

KMworld Connect 2020

https://pheedloop.com/kmwconnect/site/

Promo video: https://vimeo.com/467988679/b55014d4f7

 

Curator of Curiosity

jane@...

Twitter & Skype: jdysart

 

 


Virus-free. www.avast.com


Re: Need Help with Onboarding #onboarding #knowledge-retention

Murray Jennex
 

Lydia, I sent another post with my advice but wanted to emphasize something I said in that post.  My research on new members is that they won't read the materials, they want to talk to people.  My finding was that new members want to learn the context and culture of the organization and the package doesn't do that and I'm not sure one can be created that does.  I suggest using mentors.....murray


-----Original Message-----
From: Lydia Jamenya <lydia.jamenya@...>
To: main@SIKM.groups.io <main@SIKM.groups.io>
Sent: Tue, Jul 6, 2021 12:58 am
Subject: [SIKM] Need Help with Onboarding

Dear KMers,
 
I need help with putting in place and onboarding and OffBoarding package for a large organisation.
 
I work for an organisation that has over 1000 staff, and where there are usually many reassignments. The problem is that, while we have a package, it is over 20 pages, which means new people don’t take the time to read it when they come to the country. Any advise on how this can be improved? We also don’t have an offboarding process that helps us retain knowledge from people leaving, any advice on how to go about this? Any insights will be highly appreciated.
 
Lydia


The information contained in this electronic message and any attachments is intended for specific individuals or entities, and may be confidential, proprietary or privileged. If you are not the intended recipient, please notify the sender immediately, delete this message and do not disclose, distribute or copy it to any third party or otherwise use this message. The content of this message does not necessarily reflect the official position of the World Food Programme. Electronic messages are not secure or error free and may contain viruses or may be delayed, and the sender is not liable for any of these occurrences. The sender reserves the right to monitor, record and retain electronic messages.


Re: Need Help with Onboarding #onboarding #knowledge-retention

Murray Jennex
 

I'm currently onboarding at a university and I have a little different take.  The onboard package is nice but by itself not real helpful, my problems arise as I start doing my job and I have lots of process questions.  Some are anticipated and some aren't.  I suggest organizing the onboard package by job function and have a communicated place where the new hire can find it.  Of course, my real suggestion is to have onboard mentors.  I did research on new members to an organization several years ago and found that new members don't use the written guidance much, they prefer to talk to people.  As I write this I realize I am doing the same thing, I talk and email people with my questions and don't refer to the onboard packet.  Is it laziness? I don't think so, what I found back then and find now is that my context as a new member is very different than HRs.  My onboard packet is set up for new professors, I'm retired from one university moving to this one.  My experience and context is completely different than that of a young new hire and this university hasn't anticipated that.  All that said, I just don't think you can create an onboard packet that fits everyone and every context and you will need to be prepared for face to face interactions, hence having mentors. thanks.....murray jennex


-----Original Message-----
From: Fred Nickols <fred@...>
To: main@SIKM.groups.io
Sent: Tue, Jul 6, 2021 3:17 am
Subject: Re: [SIKM] Need Help with Onboarding

Lydia:
 
I think what you want to do is get the new hires to familiarize themselves with what is in the onboarding package so they can find what they need when they need.  One way to do this is to prepare a set of questions that are answerable by looking in the package.  Each question should indicate the page in the package on which they can find the answer.  Completing and submitting their answers is part of the onboarding process and must be completed and submitted.  (I did this years ago to get construction site superintendents to familiarize themselves with the union contract so they could better deal with the union reps.  The questions accompanying written materials are known technically as an “adjunct program.”)
 
Regards,
 
 
Fred Nickols, Consultant
 
My Objective is to Help You Achieve Yours
 
 
 
 
From: main@SIKM.groups.io <main@SIKM.groups.io> On Behalf Of Lydia Jamenya
Sent: Tuesday, July 6, 2021 3:58 AM
To: main@SIKM.groups.io
Subject: [SIKM] Need Help with Onboarding
 
Dear KMers,
 
I need help with putting in place and onboarding and OffBoarding package for a large organisation.
 
I work for an organisation that has over 1000 staff, and where there are usually many reassignments. The problem is that, while we have a package, it is over 20 pages, which means new people don’t take the time to read it when they come to the country. Any advise on how this can be improved? We also don’t have an offboarding process that helps us retain knowledge from people leaving, any advice on how to go about this? Any insights will be highly appreciated.
 
Lydia


The information contained in this electronic message and any attachments is intended for specific individuals or entities, and may be confidential, proprietary or privileged. If you are not the intended recipient, please notify the sender immediately, delete this message and do not disclose, distribute or copy it to any third party or otherwise use this message. The content of this message does not necessarily reflect the official position of the World Food Programme. Electronic messages are not secure or error free and may contain viruses or may be delayed, and the sender is not liable for any of these occurrences. The sender reserves the right to monitor, record and retain electronic messages.


Re: Need advice re helping a small company organize their training documents #SharePoint #learning #content-management

Chris Collison
 

Yes, thanks for sharing this Ginetta - what a great, practical response to the question.
It also inspired me to watch the video. 
Great stuff!
Chris


Re: Need Help with Onboarding #onboarding #knowledge-retention

Nick Milton
 

The other thing you might consider, when it comes to the onboarding package, is to house it on a wiki and to create a community of practice for onboarded staff. You can then ask the community of onboarders to update the wiki.

 

What you think they might need to know, may not be exactly what they found they had to learn, and by giving them ownership of the content you may end up with a richer outcome.

 

Nick Milton
Knoco Ltd
www.knoco.com

www.facebook.com/knoco.ltd

www.linkedin.com/company/knoco-ltd
mobile +44 (0)7803 592947

email nick.milton@...

blog  www.nickmilton.com

twitter @nickknoco

Author of the recent book - "The Knowledge Manager’s Handbook"

 

"Ambition without knowledge is like a boat on dry land." 
--Mark Lee

 

 

 

From: main@SIKM.groups.io <main@SIKM.groups.io> On Behalf Of Lydia Jamenya via groups.io
Sent: Tuesday, July 6, 2021 3:58 AM
To: main@SIKM.groups.io
Subject: [SIKM] Need Help with Onboarding

 

Dear KMers,

 

I need help with putting in place and onboarding and OffBoarding package for a large organisation.

 

I work for an organisation that has over 1000 staff, and where there are usually many reassignments. The problem is that, while we have a package, it is over 20 pages, which means new people don’t take the time to read it when they come to the country. Any advise on how this can be improved? We also don’t have an offboarding process that helps us retain knowledge from people leaving, any advice on how to go about this? Any insights will be highly appreciated.

 

Lydia



The information contained in this electronic message and any attachments is intended for specific individuals or entities, and may be confidential, proprietary or privileged. If you are not the intended recipient, please notify the sender immediately, delete this message and do not disclose, distribute or copy it to any third party or otherwise use this message. The content of this message does not necessarily reflect the official position of the World Food Programme. Electronic messages are not secure or error free and may contain viruses or may be delayed, and the sender is not liable for any of these occurrences. The sender reserves the right to monitor, record and retain electronic messages.


Re: Need Help with Onboarding #onboarding #knowledge-retention

Robert L. Bogue
 

Lydia –

 

I think there are two key ways to improve the process.

 

First, create chunks that are understandable.  20 pages is a lot.  Creating an index of sorts that explains what is where is a good start.  The more the information can be packaged in a way that allow people to process it easily the more readily that it will be used.

 

Second, they need to know why THEY need to know what is in that section and why they want to interact with it.  One of the ways that I explain it is to write teasers that get people interested in the content.  There’s a video about it at https://thorprojects.com/blog/archive/2019/08/06/time-to-talk-tantalizing-teasers/

 

Finally, I’d offer that as much as I have an aversion to gamification, creating a simple map like a candy land / Life type board that shows people the steps to being a part of the team, the more likely they are to work their way through the packet.  (because the packet completion is connected with being a part of the organization.)

 

Rob

 

-------------------

Robert L. Bogue

O: (317) 844-5310  M: (317) 506-4977 Blog: http://www.thorprojects.com/blog

Want to be confident about your change management efforts?  https://ConfidentChangeManagement.com

Are you burned out?  https://ExtinguishBurnout.com can help you get out of it (for free)

 

From: main@SIKM.groups.io <main@SIKM.groups.io> On Behalf Of Lydia Jamenya via groups.io
Sent: Tuesday, July 6, 2021 3:58 AM
To: main@SIKM.groups.io
Subject: [SIKM] Need Help with Onboarding

 

Dear KMers,

 

I need help with putting in place and onboarding and OffBoarding package for a large organisation.

 

I work for an organisation that has over 1000 staff, and where there are usually many reassignments. The problem is that, while we have a package, it is over 20 pages, which means new people don’t take the time to read it when they come to the country. Any advise on how this can be improved? We also don’t have an offboarding process that helps us retain knowledge from people leaving, any advice on how to go about this? Any insights will be highly appreciated.

 

Lydia



The information contained in this electronic message and any attachments is intended for specific individuals or entities, and may be confidential, proprietary or privileged. If you are not the intended recipient, please notify the sender immediately, delete this message and do not disclose, distribute or copy it to any third party or otherwise use this message. The content of this message does not necessarily reflect the official position of the World Food Programme. Electronic messages are not secure or error free and may contain viruses or may be delayed, and the sender is not liable for any of these occurrences. The sender reserves the right to monitor, record and retain electronic messages.


Re: Need advice re helping a small company organize their training documents #SharePoint #learning #content-management

Robert L. Bogue
 

Dylan –

 

I tend to organize folders by area of expertise rather than phase of cycle so that the subject matter experts can easily see the materials referring to their area and so they can keep the various pieces in sync.  Obviously then a cross reference is built (through the application of metadata) as to what phase of the cycle the information applies to.  However, I find that the subject matter experts think in terms of their specialty rather than where in the process their knowledge is used.

 

Rob

-------------------

Robert L. Bogue

O: (317) 844-5310  M: (317) 506-4977 Blog: http://www.thorprojects.com/blog

Want to be confident about your change management efforts?  https://ConfidentChangeManagement.com

Are you burned out?  https://ExtinguishBurnout.com can help you get out of it (for free)

 

From: main@SIKM.groups.io <main@SIKM.groups.io> On Behalf Of Dylan Williams via groups.io
Sent: Monday, July 5, 2021 10:43 PM
To: main@SIKM.groups.io
Subject: [SIKM] Need advice re helping a small company organize their training documents #SharePoint #learning #content-management

 

Hi all - I'm working with a small recruiting company that's trying to centralize and organize its training materials in a way that makes the materials easy to present and manage. Currently, they have one big Recruiting Training manual (Word doc) that sits in a SP folder.  They have best practices documents (associated with various sections of the Training manual) across their Team sites; they also have a lot of related training documents sitting in emails and on hard drives. They've hired a trainer to do the training, and they've asked me to come up with a way of housing the materials that makes them easily referenced by their recruiters and easily managed by the trainer. They're not ready to spend (yet!) on an LMS, so I'm working with Sharepoint/Teams. My initial thinking on the structure is to use the Training manual chapter headings to create individual folders (e.g., Interviewing Your Candidate; Prepping Your Candidate For Sending Out; Following Up with the Client, etc.)  and supporting the chapter with associated Best Practices and other commentary. So - a series of folders, each one focused on a recruiting topic, presented sequentially (e.g., the "Interviewing the Candidate" folder would obviously come before the "Sending them to the Client"). But this whole area is not what I normally do, so I'd be interested in any advice or approaches you think I should consider. Thanks.


Re: Need advice re helping a small company organize their training documents #SharePoint #learning #content-management

Robert M. Taylor
 

I love that Ginetta. Your description of great km is great km itself. 

Robert Taylor
Sent from mobile

On 6 Jul 2021, at 08:49, Ginetta Gueli via groups.io <ginetta.gueli@...> wrote:


Good morning Dylan,
my name is Ginetta and I am an information and knowledge manager and I can share with you a specific experience I had with a small association as Knowledge Coordinator.

This was the situation at day 1:
- huge repository with lots of documents (even for trainings) that needed to be classified and organized in a way that everyone could find what they needed quickly and efficiently;
- employees preferred to create a document from scratch, instead of performing a search in the db,
- folders were unstructured (no logic, no taxonomy, etc.),
- no budget for buying a platform.

What did I do? Very briefly:
  1.  1-2-1 talk with all employees to understand their needs, frustrations, expectations and mindset logic,
  2.  creating with each head of dept. and his/her team specific dept. knowledge maps,
  3.  thanks to the knowledge maps, we were able to restructure each dept. folder in subfolders with a shared logic and way of thinking,
  4.  once the steps 2 and 3 were completed, I set up a meeting with the rest of the team and asked them questions like this: "If you had to look for document X (or data Y, or information Z), where would you look? Each employee had to point the finger to the related dept. and folder(s) where s/he thought to re find that info. We had several surprises...
  5. based on step 4, each dept. map (and related folders and subfolders) had to be reviewed and aligned by following a common & shared logic between a specific dept. and the others,
  6. all the work was literally attached on the office walls so that employees were forced to see them every day. They maps were removed from the walls, when I realized that the structure was 100% in their minds,
  7. I created digital documents replicating what we drew, of course, and in parallel, I was also looking for an IT provider of a KM platform for a potential second phase. The purpose was moving the folder logic we agreed on, to the new platform ;-).

Thanks to these activities, the teams (among the others):
  • discovered that the 88% of their files were redundant and/or obsolete and/or inconsistent and/or irrelevant -> they were cancelled,
  • were able to re find documents easily -> no frustration anymore,
  • did not do the work of others -> efficiency increased.
My suggestion is: try to involve your colleagues as much as possible. It is together that the new structure will be really useful to them and your effort appreciated. The structure must be the personification of people mindset and work, only in this way (I think) they will be more open to invest on a more sophisticated tool.

I am available to have a call with you, if you want. In the meantime, you can watch the seminar I did with John Hovell about it: https://www.youtube.com/watch?v=U0lCB2VPAso

Last but not least, on a personal note, even if this is not what you normally do, I am positive that the task will give you an incredible exposure and you will know much more than anybody else, and this is an asset in KM. I speak by experience ;-)
 
Good luck and all the best,
Ginetta

--
Ginetta Gueli
Information & Knowledge Manager | Project Manager


Re: Need Help with Onboarding #onboarding #knowledge-retention

Fred Nickols
 

Lydia:

 

I think what you want to do is get the new hires to familiarize themselves with what is in the onboarding package so they can find what they need when they need.  One way to do this is to prepare a set of questions that are answerable by looking in the package.  Each question should indicate the page in the package on which they can find the answer.  Completing and submitting their answers is part of the onboarding process and must be completed and submitted.  (I did this years ago to get construction site superintendents to familiarize themselves with the union contract so they could better deal with the union reps.  The questions accompanying written materials are known technically as an “adjunct program.”)

 

Regards,

 

 

Fred Nickols, Consultant

 

My Objective is to Help You Achieve Yours

 

 

 

 

From: main@SIKM.groups.io <main@SIKM.groups.io> On Behalf Of Lydia Jamenya
Sent: Tuesday, July 6, 2021 3:58 AM
To: main@SIKM.groups.io
Subject: [SIKM] Need Help with Onboarding

 

Dear KMers,

 

I need help with putting in place and onboarding and OffBoarding package for a large organisation.

 

I work for an organisation that has over 1000 staff, and where there are usually many reassignments. The problem is that, while we have a package, it is over 20 pages, which means new people don’t take the time to read it when they come to the country. Any advise on how this can be improved? We also don’t have an offboarding process that helps us retain knowledge from people leaving, any advice on how to go about this? Any insights will be highly appreciated.

 

Lydia



The information contained in this electronic message and any attachments is intended for specific individuals or entities, and may be confidential, proprietary or privileged. If you are not the intended recipient, please notify the sender immediately, delete this message and do not disclose, distribute or copy it to any third party or otherwise use this message. The content of this message does not necessarily reflect the official position of the World Food Programme. Electronic messages are not secure or error free and may contain viruses or may be delayed, and the sender is not liable for any of these occurrences. The sender reserves the right to monitor, record and retain electronic messages.


Need Help with Onboarding #onboarding #knowledge-retention

Lydia Jamenya
 

Dear KMers,

 

I need help with putting in place and onboarding and OffBoarding package for a large organisation.

 

I work for an organisation that has over 1000 staff, and where there are usually many reassignments. The problem is that, while we have a package, it is over 20 pages, which means new people don’t take the time to read it when they come to the country. Any advise on how this can be improved? We also don’t have an offboarding process that helps us retain knowledge from people leaving, any advice on how to go about this? Any insights will be highly appreciated.

 

Lydia



The information contained in this electronic message and any attachments is intended for specific individuals or entities, and may be confidential, proprietary or privileged. If you are not the intended recipient, please notify the sender immediately, delete this message and do not disclose, distribute or copy it to any third party or otherwise use this message. The content of this message does not necessarily reflect the official position of the World Food Programme. Electronic messages are not secure or error free and may contain viruses or may be delayed, and the sender is not liable for any of these occurrences. The sender reserves the right to monitor, record and retain electronic messages.


Re: Need advice re helping a small company organize their training documents #SharePoint #learning #content-management

Ginetta Gueli
 

Good morning Dylan,
my name is Ginetta and I am an information and knowledge manager and I can share with you a specific experience I had with a small association as Knowledge Coordinator.

This was the situation at day 1:
- huge repository with lots of documents (even for trainings) that needed to be classified and organized in a way that everyone could find what they needed quickly and efficiently;
- employees preferred to create a document from scratch, instead of performing a search in the db,
- folders were unstructured (no logic, no taxonomy, etc.),
- no budget for buying a platform.

What did I do? Very briefly:
  1.  1-2-1 talk with all employees to understand their needs, frustrations, expectations and mindset logic,
  2.  creating with each head of dept. and his/her team specific dept. knowledge maps,
  3.  thanks to the knowledge maps, we were able to restructure each dept. folder in subfolders with a shared logic and way of thinking,
  4.  once the steps 2 and 3 were completed, I set up a meeting with the rest of the team and asked them questions like this: "If you had to look for document X (or data Y, or information Z), where would you look? Each employee had to point the finger to the related dept. and folder(s) where s/he thought to re find that info. We had several surprises...
  5. based on step 4, each dept. map (and related folders and subfolders) had to be reviewed and aligned by following a common & shared logic between a specific dept. and the others,
  6. all the work was literally attached on the office walls so that employees were forced to see them every day. They maps were removed from the walls, when I realized that the structure was 100% in their minds,
  7. I created digital documents replicating what we drew, of course, and in parallel, I was also looking for an IT provider of a KM platform for a potential second phase. The purpose was moving the folder logic we agreed on, to the new platform ;-).

Thanks to these activities, the teams (among the others):
  • discovered that the 88% of their files were redundant and/or obsolete and/or inconsistent and/or irrelevant -> they were cancelled,
  • were able to re find documents easily -> no frustration anymore,
  • did not do the work of others -> efficiency increased.
My suggestion is: try to involve your colleagues as much as possible. It is together that the new structure will be really useful to them and your effort appreciated. The structure must be the personification of people mindset and work, only in this way (I think) they will be more open to invest on a more sophisticated tool.

I am available to have a call with you, if you want. In the meantime, you can watch the seminar I did with John Hovell about it: https://www.youtube.com/watch?v=U0lCB2VPAso

Last but not least, on a personal note, even if this is not what you normally do, I am positive that the task will give you an incredible exposure and you will know much more than anybody else, and this is an asset in KM. I speak by experience ;-)
 
Good luck and all the best,
Ginetta

--
Ginetta Gueli
Information & Knowledge Manager | Project Manager


Re: Need advice re helping a small company organize their training documents #SharePoint #learning #content-management

Nirmala Palaniappan
 

One method that I am personally fond of is to create a visual interface.
You could create a visual process diagram with clear blocks and then link your content to the respective blocks! Use hashtags for collating similar content. In addition, you could create communities that guide novices around each block of your process (in case your organisation is large enough)

Regards
Nirmala 

On Tue, 6 Jul 2021 at 8:12 AM, Dylan Williams <dylanwms@...> wrote:
Hi all - I'm working with a small recruiting company that's trying to centralize and organize its training materials in a way that makes the materials easy to present and manage. Currently, they have one big Recruiting Training manual (Word doc) that sits in a SP folder.  They have best practices documents (associated with various sections of the Training manual) across their Team sites; they also have a lot of related training documents sitting in emails and on hard drives. They've hired a trainer to do the training, and they've asked me to come up with a way of housing the materials that makes them easily referenced by their recruiters and easily managed by the trainer. They're not ready to spend (yet!) on an LMS, so I'm working with Sharepoint/Teams. My initial thinking on the structure is to use the Training manual chapter headings to create individual folders (e.g., Interviewing Your Candidate; Prepping Your Candidate For Sending Out; Following Up with the Client, etc.)  and supporting the chapter with associated Best Practices and other commentary. So - a series of folders, each one focused on a recruiting topic, presented sequentially (e.g., the "Interviewing the Candidate" folder would obviously come before the "Sending them to the Client"). But this whole area is not what I normally do, so I'd be interested in any advice or approaches you think I should consider. Thanks.

--
"The faithful see the invisible, believe the incredible and then receive the impossible" - Anonymous


Re: Need advice re helping a small company organize their training documents #SharePoint #learning #content-management

Madeleine Du Toit
 

Hi,

 

I am actually working with a similar request at the moment….. In the absence of an LMS I’m putting the carious training onto SharePoint. In the backend I have a file structure that makes sense to the administrator (folders etc) but I’m building a front end onto a SharePoint Communication site that visually displays the documents in a way that makes sense to the users. Together with videos, extra content, etc. So I’m almost building a manual using the SP communication site structure and functionality.

 

I then plan on hosting it on our Intranet and including tabs in the different teams on sections that are important to just some teams. If you load videos onto Stream you can see the number of views (unfortunately not who views it so not as good as an LMS, but it can tie you over until the LMS is procured.)

 

Would love to see other opnions.

 

 


Re: Need advice re helping a small company organize their training documents #SharePoint #learning #content-management

Robert M. Taylor
 

Dylan I’d always say organise by subjects and types… and use tagging (columns) in SharePoint, never folders. So all docs in one lib, columns for subject and type values. And others as you need them eg ref to chapter, content owner (ongoing ownership matters). R

Robert Taylor
Sent from mobile

On 6 Jul 2021, at 03:42, Dylan Williams <dylanwms@...> wrote:

Hi all - I'm working with a small recruiting company that's trying to centralize and organize its training materials in a way that makes the materials easy to present and manage. Currently, they have one big Recruiting Training manual (Word doc) that sits in a SP folder.  They have best practices documents (associated with various sections of the Training manual) across their Team sites; they also have a lot of related training documents sitting in emails and on hard drives. They've hired a trainer to do the training, and they've asked me to come up with a way of housing the materials that makes them easily referenced by their recruiters and easily managed by the trainer. They're not ready to spend (yet!) on an LMS, so I'm working with Sharepoint/Teams. My initial thinking on the structure is to use the Training manual chapter headings to create individual folders (e.g., Interviewing Your Candidate; Prepping Your Candidate For Sending Out; Following Up with the Client, etc.)  and supporting the chapter with associated Best Practices and other commentary. So - a series of folders, each one focused on a recruiting topic, presented sequentially (e.g., the "Interviewing the Candidate" folder would obviously come before the "Sending them to the Client"). But this whole area is not what I normally do, so I'd be interested in any advice or approaches you think I should consider. Thanks.


Need advice re helping a small company organize their training documents #SharePoint #learning #content-management

Dylan Williams
 

Hi all - I'm working with a small recruiting company that's trying to centralize and organize its training materials in a way that makes the materials easy to present and manage. Currently, they have one big Recruiting Training manual (Word doc) that sits in a SP folder.  They have best practices documents (associated with various sections of the Training manual) across their Team sites; they also have a lot of related training documents sitting in emails and on hard drives. They've hired a trainer to do the training, and they've asked me to come up with a way of housing the materials that makes them easily referenced by their recruiters and easily managed by the trainer. They're not ready to spend (yet!) on an LMS, so I'm working with Sharepoint/Teams. My initial thinking on the structure is to use the Training manual chapter headings to create individual folders (e.g., Interviewing Your Candidate; Prepping Your Candidate For Sending Out; Following Up with the Client, etc.)  and supporting the chapter with associated Best Practices and other commentary. So - a series of folders, each one focused on a recruiting topic, presented sequentially (e.g., the "Interviewing the Candidate" folder would obviously come before the "Sending them to the Client"). But this whole area is not what I normally do, so I'd be interested in any advice or approaches you think I should consider. Thanks.


Rest in Peace Vic Gulas, Knowledge Management Pioneer #personal

Christie Dowling
 

All,
I apologize for passing on news through an impersonal forum like this, but I know that many of you were close to Vic when he was a regular at Babson conferences, KM World, and APQC conferences and would want to be informed.

Vic Gulas passed away May 17 after an extended battle with ALS.  He kept a journal on CaringBridge, which has some very inspirational quotes:  https://www.caringbridge.org/visit/victorgulas/journal

There was a very nice memorial service this Saturday, and I thought of many of you and the connections we've made through Vic as people shared stories of how he impacted their lives.  There were people there I hadn't seen in 6-10 years, and this quote really sums up Vic's passion for connecting people: "Even in death, Vic is still bringing us all together".

All the best to you and yours,
Christie Dowling

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