Date   

Re: Return on engagement #engagement #value

Stephen Bounds
 

Hi Martin,

Two points:

  1. There's decent evidence that measuring psychosocial safety would be a decent proxy measurement on what you're looking for. Check out this recent RealKM article discussing a nice study on the relationship.

  2. I don't really agree that it is impossible to measure errors avoided, as long as there's a definable, repeatable event and a way to determine whether outcomes were positive or negative. Even if the knowledge failure leading to an error happened some way upstream of the event itself, you can still assess the events and the results of various systemic interventions on them (I like the RROI approach but there are others).

If psychosocial safety resonates, I can point you to some people well-placed to talk about it...

Cheers,
Stephen.

====================================
Stephen Bounds
Executive, Information Management
Cordelta
E: stephen.bounds@...
M: 0401 829 096
====================================
On 30/07/2021 2:58 am, Martin Dugage wrote:

[Edited Message Follows]

Dear sikm-ers

I am trying to set up a non-paying conference in Paris on the topic of KM and time management. I have often been sad to witness that our top managers understand only one side of KM, the one that has to do with efficiency: not reinventing the wheel, reusing what we know and blah blah. The other side of the coin, which is often far more relevant has to do with risk management and long term survival: avoiding mistakes already made in the past. You only build schools in places where you want to settle for a very long time.

The problem is that efficiency is easy to measure and manage. There are tons of KPIs for this. But measuring the errors you did NOT commit is impossible. So KM programs tend to become subsets of operational effectiveness programs, with a lot of processes, methods and tools, and few communities of practice. 

The way learning institutions go around this problem is examinations, when every student faces the same problem to solve and errors get measured by comparison. But we don’t have these kinds of “moments of truth” inside organizations, with the possible exception of winning or loosing a deal, if your client tels you the truth about the reasons why you won or lost. So you go around the issue with telling stories about how a given success of the organization can be partly attributed to KM, or statistics showing that since the KM program was implemented, sales have increased and clients are happy. But most of the time you just stick to KPIs measuring efficiency, as if the number of math book pages turned by minute was a good indicator of you chances of passing the math test.

My personal feeling is that employee engagement is a good indicator of the effectiveness of a KM policy, because engagement is based on a feeling of autonomy, personal mastery and confidence in the future, which is precisely what KM is supposed to deliver. However, I don’t see many organizations out there who are really inspired by the idea of measuring employee engagement - except maybe the armed forces - and use the somewhat fuzzy concept of “return on engagement”. And I do not know of any organization who makes a direct connection between KM deployment and employee engagement.

So here is my question to you: do you know any expert on the topic of “return on engagement” (RoE) who could talk about his/her real life experience on measuring engagement and RoE in relation with a KM policy for about 30 minutes max, questions included ? This would happen towards the end of November 2021 in Paris, France…

Sorry for the long message ;)

Rgds,

Martin


Re: Ontology #taxonomy

 

Hi Martin,

I have created several taxonomies for mid-size and larger companies among them F. Hoffmann-La Roche and the Swiss power producer CKW.ch

For more information please look at www.aht.ch into the KM section: https://www.aht.ch/knowledge-resources-for-executives/

Regards,
Pavel

 
Thanks! 

On Wed, Jul 28, 2021 at 9:46 PM Julien Tremblay-McLellan <jtremc@...> wrote:
Hi Martin,

You are in luck, there is an extensive talent pool in Europe for your request.

A lot of those people, especially the developers are active in the Semantic Mediawiki community. I am ccing Bernard Krabina @  krabina@... on this email. You should reach out to him as he knows the European scene extensively. He is the organizer of several conferences and active in the community and from what I could see, this is the bleeding edge of ontology since SMW is ideal for ontology prototyping.

Regards,



On Wed., Jul. 28, 2021, 2:51 p.m. Martin Dugage, <mrdugage@...> wrote:
Dear SIKM members
In my company (Framatome - we design and build nuclear reactors), we are in the process of launching an "ontology initiative". The intent is to build a top level data model that could be used across many knowledge bases of the company as a standard classification structure. In essence, it is about building a set of about 20-30 homogeneous taxonomies, for example "company activity", "manufacturing process", "organization", "product", "method/tool" etc... where different classes would be related to one another, such as hereunder on a simple example.
The idea is of course to both to enforce better interoperabilty of our knowledge bases, and to improve collaboration across the company through the use of a common dictionary of metadata, tags and keywords.
In essence,it is about building Framatome's "lingua franca".
We have two issues with this project
A- very few people in my company understand the concepts of terminology, taxonomy, ontology, or knowledge graphs. So gathering a team of passionate people around such an initiative is hard, and we cannot have all the stakeholders involved.
B- we believe we need some form of coaching to facilitate our working group, chartered to develop a high-level ontology starting from a set of classification taxonomies that are often used inside the company, with of course some variations from one knowledge base to another.
So my question to you is: do you have a contact with a taxonomy/ontology consultant who could help run our various workshops ? And if this person could be based in France, Germany or the UK, it would be even better.
I look forward to your valuable advice.
Many thanks in advance, and warm regards,
Martin.
--
Rgds _Martin R. Dugage

-- 
Dr. Pavel Kraus
Präsident SKMF
SWISS KNOWLEDGE MANAGEMENT FORUM
www.skmf.net


Re: Return on engagement #engagement #value

Barbara Fillip
 

Hi Martin,
From a KM perspective, we measure engagement in our Yammer platform as a key indicator for one of two key KM objectives:  nurturing healthy knowledge networks.  However, since the platform is both meant for technical knowledge sharing and more informal connections across the company through a mix of formal/structured and more informal communities, the employee engagement goes beyond that I am focused on from a KM perspective, which is technical knowledge flows.  The Yammer platform gives you some aggregate engagement data, which is a nice starting point but once you dig into the details of engagement in specific communities within the network and you do an analysis of conversations, that's where the analytical value really emerges.  We focused our analysis on the best performing communities, high-value conversations, and interviewed our Yammer champions (most actively engaged Yammer users).   This allowed us to provide very specific examples of engagement that clearly added value (saved time, connected projects across organizational boundaries, identified hard-to-find expertise, etc...).  The combination of anecdotal evidence of impact, data that shows aggregate growth of network engagement and some interesting benchmarking as well as exceptional support from our CEO have come together to allow us (KM team) to make a very strong case for employee and leadership engagement in our primary enterprise wide collaboration tool (Yammer) and a clear case that the specific kind of engagement we are encouraging is directly tied to organizational objectives (if not directly tied to financial goals).

Not sure this is an answer to your question but it was fresh on my mind.
Best,

On Thu, Jul 29, 2021 at 1:01 PM Martin Dugage <mrdugage@...> wrote:

[Edited Message Follows]

Dear sikm-ers

I am trying to set up a non-paying conference in Paris on the topic of KM and time management. I have often been sad to witness that our top managers understand only one side of KM, the one that has to do with efficiency: not reinventing the wheel, reusing what we know and blah blah. The other side of the coin, which is often far more relevant has to do with risk management and long term survival: avoiding mistakes already made in the past. You only build schools in places where you want to settle for a very long time.

The problem is that efficiency is easy to measure and manage. There are tons of KPIs for this. But measuring the errors you did NOT commit is impossible. So KM programs tend to become subsets of operational effectiveness programs, with a lot of processes, methods and tools, and few communities of practice. 

The way learning institutions go around this problem is examinations, when every student faces the same problem to solve and errors get measured by comparison. But we don’t have these kinds of “moments of truth” inside organizations, with the possible exception of winning or loosing a deal, if your client tels you the truth about the reasons why you won or lost. So you go around the issue with telling stories about how a given success of the organization can be partly attributed to KM, or statistics showing that since the KM program was implemented, sales have increased and clients are happy. But most of the time you just stick to KPIs measuring efficiency, as if the number of math book pages turned by minute was a good indicator of you chances of passing the math test.

My personal feeling is that employee engagement is a good indicator of the effectiveness of a KM policy, because engagement is based on a feeling of autonomy, mastery and confidence in the long term future of the organization, which is precisely what KM is supposed to deliver. However, I don’t see many organizations out there who are really inspired by the idea of measuring employee engagement - except maybe the armed forces - and use the somewhat fuzzy concept of “return on engagement”. And I do not know of any organization who makes a direct connection between KM deployment and employee engagement.

So here is my question to you: do you know any expert on the topic of “return on engagement” (RoE) who could talk about his/her real life experience on measuring engagement and RoE in relation with a KM policy for about 30 minutes max, questions included ? This would happen towards the end of November 2021 in Paris, France…

Sorry for the long message ;)

Rgds,

Martin


Re: Return on engagement #engagement #value

 

Hello Martin - interesting proposal. 
You wrote:
However, I don’t see many organizations out there who are really inspired by the idea of measuring employee engagement - except maybe the armed forces - and use the somewhat fuzzy concept of “return on engagement”

Regarding measuring employee engagement, I would guess that every company in the Fortune 500 has an employee engagement program in place, and spends a good deal of time and money measuring it on an annual basis if not more frequently. 

As for quantifying the value of return on engagement (RoE), the easiest way to think about how employee engagement relates to profitability is along two dimensions:

1. Discretionary effort - engaged employees go above and beyond what's asked of them, thereby improving productivity and increasing the quality of their efforts. 

2. Intention to stay - engaged employees are less likely to actively search for work outside their current employer, leading to a reduction in employee turnover and resulting reduced recruiting and onboarding costs, and lost productivity due to new-hire ramp-up. 

As for making a direct connection between KM and EE, perhaps the reason you don't know of any companies that have made this connection is because no one has identified EE as a stated objective for a KM initiative. Certainly KM initiatives aimed at increasing collaboration, for instance, could be easily connected with increased EE. 

Good luck with your conference. 

--
-Tom
--

Tom Short Consulting
TSC
+1 415 300 7457

All of my previous SIKM Posts


Return on engagement #engagement #value

Martin Dugage
 
Edited

Dear sikm-ers

I am trying to set up a non-paying conference in Paris on the topic of KM and time management. I have often been sad to witness that our top managers understand only one side of KM, the one that has to do with efficiency: not reinventing the wheel, reusing what we know and blah blah. The other side of the coin, which is often far more relevant has to do with risk management and long term survival: avoiding mistakes already made in the past. You only build schools in places where you want to settle for a very long time.

The problem is that efficiency is easy to measure and manage. There are tons of KPIs for this. But measuring the errors you did NOT commit is impossible. So KM programs tend to become subsets of operational effectiveness programs, with a lot of processes, methods and tools, and few communities of practice. 

The way learning institutions go around this problem is examinations, when every student faces the same problem to solve and errors get measured by comparison. But we don’t have these kinds of “moments of truth” inside organizations, with the possible exception of winning or loosing a deal, if your client tels you the truth about the reasons why you won or lost. So you go around the issue with telling stories about how a given success of the organization can be partly attributed to KM, or statistics showing that since the KM program was implemented, sales have increased and clients are happy. But most of the time you just stick to KPIs measuring efficiency, as if the number of math book pages turned by minute was a good indicator of you chances of passing the math test.

My personal feeling is that employee engagement is a good indicator of the effectiveness of a KM policy, because engagement is based on a feeling of autonomy, personal mastery and confidence in the future, which is precisely what KM is supposed to deliver. However, I don’t see many organizations out there who are really inspired by the idea of measuring employee engagement - except maybe the armed forces - and use the somewhat fuzzy concept of “return on engagement”. And I do not know of any organization who makes a direct connection between KM deployment and employee engagement.

So here is my question to you: do you know any expert on the topic of “return on engagement” (RoE) who could talk about his/her real life experience on measuring engagement and RoE in relation with a KM policy for about 30 minutes max, questions included ? This would happen towards the end of November 2021 in Paris, France…

Sorry for the long message ;)

Rgds,

Martin


Re: Ontology #taxonomy

Martin Dugage
 

Thanks! 

On Wed, Jul 28, 2021 at 9:46 PM Julien Tremblay-McLellan <jtremc@...> wrote:
Hi Martin,

You are in luck, there is an extensive talent pool in Europe for your request.

A lot of those people, especially the developers are active in the Semantic Mediawiki community. I am ccing Bernard Krabina @  krabina@... on this email. You should reach out to him as he knows the European scene extensively. He is the organizer of several conferences and active in the community and from what I could see, this is the bleeding edge of ontology since SMW is ideal for ontology prototyping.

Regards,



On Wed., Jul. 28, 2021, 2:51 p.m. Martin Dugage, <mrdugage@...> wrote:
Dear SIKM members
In my company (Framatome - we design and build nuclear reactors), we are in the process of launching an "ontology initiative". The intent is to build a top level data model that could be used across many knowledge bases of the company as a standard classification structure. In essence, it is about building a set of about 20-30 homogeneous taxonomies, for example "company activity", "manufacturing process", "organization", "product", "method/tool" etc... where different classes would be related to one another, such as hereunder on a simple example.
The idea is of course to both to enforce better interoperabilty of our knowledge bases, and to improve collaboration across the company through the use of a common dictionary of metadata, tags and keywords.
In essence,it is about building Framatome's "lingua franca".
We have two issues with this project
A- very few people in my company understand the concepts of terminology, taxonomy, ontology, or knowledge graphs. So gathering a team of passionate people around such an initiative is hard, and we cannot have all the stakeholders involved.
B- we believe we need some form of coaching to facilitate our working group, chartered to develop a high-level ontology starting from a set of classification taxonomies that are often used inside the company, with of course some variations from one knowledge base to another.
So my question to you is: do you have a contact with a taxonomy/ontology consultant who could help run our various workshops ? And if this person could be based in France, Germany or the UK, it would be even better.
I look forward to your valuable advice.
Many thanks in advance, and warm regards,
Martin.

--
Rgds _Martin R. Dugage


Knowledge management system types in Public Institutions #question #public-sector

Wendwesen Endale
 

Dear Teams.
We as a team, are working towards knowledge management experiences Benchmarking activity to get types of Knowledge management tools and systems applied in Public Governmental Institutions.
We appreciate it if anyone recommends resources and links to any public institutions Knowledge management systems aware of.
Thank you in advance !


Re: Ontology #taxonomy

Julien Tremblay-McLellan
 

Hi Martin,

You are in luck, there is an extensive talent pool in Europe for your request.

A lot of those people, especially the developers are active in the Semantic Mediawiki community. I am ccing Bernard Krabina @  krabina@... on this email. You should reach out to him as he knows the European scene extensively. He is the organizer of several conferences and active in the community and from what I could see, this is the bleeding edge of ontology since SMW is ideal for ontology prototyping.

Regards,



On Wed., Jul. 28, 2021, 2:51 p.m. Martin Dugage, <mrdugage@...> wrote:
Dear SIKM members
In my company (Framatome - we design and build nuclear reactors), we are in the process of launching an "ontology initiative". The intent is to build a top level data model that could be used across many knowledge bases of the company as a standard classification structure. In essence, it is about building a set of about 20-30 homogeneous taxonomies, for example "company activity", "manufacturing process", "organization", "product", "method/tool" etc... where different classes would be related to one another, such as hereunder on a simple example.
The idea is of course to both to enforce better interoperabilty of our knowledge bases, and to improve collaboration across the company through the use of a common dictionary of metadata, tags and keywords.
In essence,it is about building Framatome's "lingua franca".
We have two issues with this project
A- very few people in my company understand the concepts of terminology, taxonomy, ontology, or knowledge graphs. So gathering a team of passionate people around such an initiative is hard, and we cannot have all the stakeholders involved.
B- we believe we need some form of coaching to facilitate our working group, chartered to develop a high-level ontology starting from a set of classification taxonomies that are often used inside the company, with of course some variations from one knowledge base to another.
So my question to you is: do you have a contact with a taxonomy/ontology consultant who could help run our various workshops ? And if this person could be based in France, Germany or the UK, it would be even better.
I look forward to your valuable advice.
Many thanks in advance, and warm regards,
Martin.


Ontology #taxonomy

Martin Dugage
 

Dear SIKM members
In my company (Framatome - we design and build nuclear reactors), we are in the process of launching an "ontology initiative". The intent is to build a top level data model that could be used across many knowledge bases of the company as a standard classification structure. In essence, it is about building a set of about 20-30 homogeneous taxonomies, for example "company activity", "manufacturing process", "organization", "product", "method/tool" etc... where different classes would be related to one another, such as hereunder on a simple example.
The idea is of course to both to enforce better interoperabilty of our knowledge bases, and to improve collaboration across the company through the use of a common dictionary of metadata, tags and keywords.
In essence,it is about building Framatome's "lingua franca".
We have two issues with this project
A- very few people in my company understand the concepts of terminology, taxonomy, ontology, or knowledge graphs. So gathering a team of passionate people around such an initiative is hard, and we cannot have all the stakeholders involved.
B- we believe we need some form of coaching to facilitate our working group, chartered to develop a high-level ontology starting from a set of classification taxonomies that are often used inside the company, with of course some variations from one knowledge base to another.
So my question to you is: do you have a contact with a taxonomy/ontology consultant who could help run our various workshops ? And if this person could be based in France, Germany or the UK, it would be even better.
I look forward to your valuable advice.
Many thanks in advance, and warm regards,
Martin.


Re: MS Teams Attendance Tracking and GDPR #tools

Stan Garfield
 

On Thu, Jul 22, 2021 at 10:18 AM, Kim Glover wrote:
For those who are using Office 365 Teams, have any of you turned on the feature that allows the tracking of attendance, and if so, did you take any specific steps to ensure compliance with GDPR requirements?
Kim, thanks for the kind words and for posting your question.  I hope that others will provide some responses.


Re: Best corporate expertise finder tools and service providers? #expertise-location

Jonathan Gordon-Till
 

Hi Jules
Take a look at Starmind (starmind.ai). It's a tool that uses AI to create a 'neural network' of association between people and concepts, based on digital content to which it has access (e.g. intranet files). It attempts to standardize vocabulary differences and spelling errors. Users can then use it to find out who (in the internal network) is likely to know about X, or what concepts has person Y worked on? So whilst it may not tell you who is a true expert (which is subjective anyway), it's a good starting point. It also avoids the need to maintain profiles. There is a cost unfortunately.
Happy to connect separately.
Regards

Jonathan Gordon-Till / UK


Re: Job Opening: Knowledge Manager, Deloitte Private and Intranet CoE #jobs

Stacie Jordan Brenkovich
 

Thank you! I neglected to mention this role is US based, but thank you for your interest.

Sent from Stacie's iPhone


Re: Job Opening: Knowledge Manager, Deloitte Private and Intranet CoE #jobs

Ginetta Gueli
 

Hello Stacie,
I am and I just sent you an email.

Thank you for your positive consideration.
All the best,
Ginetta
--
Ginetta Gueli
Information & Knowledge Manager | Project Manager


Re: Best corporate expertise finder tools and service providers? #expertise-location

Ivo Bellin Salarin
 

Hello Jules,

I have worked on the LumApps search engine (LumApps is a digital workplace, and it includes a good user directory, coupled with a powerful search engine. It can perform well on all the points).

But given any solution you will consider, you have to know that LinkedIn will not allow you to extract information in an automated way. Or it will make your life way more difficult.

It would be interesting to dive deeper in the subject - feel free to contact me with a DM or by phone.

0033618987645
me@...


Re: Best corporate expertise finder tools and service providers? #expertise-location

Jules Hugot, <jhugot@...>
 

Dear Dan,

 

Sounds good. Before scheduling a demo, could you please share some material with me, so I could have clearer views of what you have done? Maybe of slide deck or something similar?

 

Best,

 

Jules

 

From: main@SIKM.groups.io <main@SIKM.groups.io> on behalf of Dan Ranta <danieleranta@...>
Date: Friday, July 23, 2021 at 6:49 PM
To: main@SIKM.groups.io <main@SIKM.groups.io>
Subject: Re: [SIKM] Best corporate expertise finder tools and service providers?

Dear Jules - I would be glad to do a demo on how this can be done.  I have done this type of project a few times with large organizations.

 

Best - Dan

 

  

 

On Fri, Jul 23, 2021 at 3:59 AM Jules Hugot, <jhugot@...> wrote:

Dear SIKM Leaders Community members,

 

I am an economist with the Asian Development Bank (ADB)—a multilateral development bank, similar to the World Bank, but with a focus on Asia.

 

We are looking to upgrade our internal people finder, which currently only displays staff’s name, office and phone number, job title and a photo. Instead of going through the usual HR/IT channel, our ‘innovation hub’ has launched an internal call for proposal, asking staffs to form teams combining people from different areas of the bank. As a member of one of these teams, I am looking to understand what are the state-of-the-art solutions for corporate people/expertise locators in the market, and which companies can best design and implement such tools. The next step would be to commission one of such companies for a pilot.

 

Our goal is to turn the current ‘people finder’ into a proper skill/expertise finder, while requiring as little effort as possible from staff (ideally none). For this, we would need a well-functioning search engine (e.g., that can understand mis-spelled names, for example), that would draw on data possibly pulled from:

  1. HR’s internal datasets (including but not limited to the dataset that is currently at the backend of the people finder),
  2. info web scraped from standardized online documents (e.g., here) pertaining to specific projects (e.g., so you would know that John Doe worked on project X in year Y, as an expert in Z),
  3. info web scraped from  Linkedin profiles (e.g., education, expertise, publications),
  4. info added by the staff to their profile.

 

Please let me know if you are aware of companies that could be able to help us design and implement the best possible internal expertise finder.

 

Best,

 

Jules Hugot, PhD | Economist | Macroeconomic Research Division | Economic Research and Regional Cooperation Department | Asian Development Bank | +63 999 999 4630

 


 

--

Daniel Ranta

Mobile:  603 384 3308


Re: Best corporate expertise finder tools and service providers? #expertise-location

Dan Ranta
 

Dear Jules - I would be glad to do a demo on how this can be done.  I have done this type of project a few times with large organizations.

Best - Dan

  


On Fri, Jul 23, 2021 at 3:59 AM Jules Hugot, <jhugot@...> wrote:

Dear SIKM Leaders Community members,

 

I am an economist with the Asian Development Bank (ADB)—a multilateral development bank, similar to the World Bank, but with a focus on Asia.

 

We are looking to upgrade our internal people finder, which currently only displays staff’s name, office and phone number, job title and a photo. Instead of going through the usual HR/IT channel, our ‘innovation hub’ has launched an internal call for proposal, asking staffs to form teams combining people from different areas of the bank. As a member of one of these teams, I am looking to understand what are the state-of-the-art solutions for corporate people/expertise locators in the market, and which companies can best design and implement such tools. The next step would be to commission one of such companies for a pilot.

 

Our goal is to turn the current ‘people finder’ into a proper skill/expertise finder, while requiring as little effort as possible from staff (ideally none). For this, we would need a well-functioning search engine (e.g., that can understand mis-spelled names, for example), that would draw on data possibly pulled from:

  1. HR’s internal datasets (including but not limited to the dataset that is currently at the backend of the people finder),
  2. info web scraped from standardized online documents (e.g., here) pertaining to specific projects (e.g., so you would know that John Doe worked on project X in year Y, as an expert in Z),
  3. info web scraped from  Linkedin profiles (e.g., education, expertise, publications),
  4. info added by the staff to their profile.

 

Please let me know if you are aware of companies that could be able to help us design and implement the best possible internal expertise finder.

 

Best,

 

Jules Hugot, PhD | Economist | Macroeconomic Research Division | Economic Research and Regional Cooperation Department | Asian Development Bank | +63 999 999 4630

 



--
Daniel Ranta
Mobile:  603 384 3308


Re: Best corporate expertise finder tools and service providers? #expertise-location

Patrick Lambe
 

Hi Jules

You might want to check out the recent case study from Moscow Domodedovo Airport at our KM Exchange Conference a couple of weeks back - this was an in-house custom development on the back of SharePoint but it does a rather nice job of weaving together the technical, motivational and strategy/governance strands, and I am sure that the case author Olga (whose contact details are in the case outline) would be happy to respond to questions. The point here is not to consider the technology in and of itself, but what strategic purpose expertise management is going to serve for the Bank. This link goes to the session page with the case study outline and a video presentation of the case.


Patrick


Patrick Lambe
Partner
Straits Knowledge

phone:  +65 98528511

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


On 23 Jul 2021, at 5:59 PM, Jules Hugot, <jhugot@...> wrote:

Dear SIKM Leaders Community members,
 
I am an economist with the Asian Development Bank (ADB)—a multilateral development bank, similar to the World Bank, but with a focus on Asia.
 
We are looking to upgrade our internal people finder, which currently only displays staff’s name, office and phone number, job title and a photo. Instead of going through the usual HR/IT channel, our ‘innovation hub’ has launched an internal call for proposal, asking staffs to form teams combining people from different areas of the bank. As a member of one of these teams, I am looking to understand what are the state-of-the-art solutions for corporate people/expertise locators in the market, and which companies can best design and implement such tools. The next step would be to commission one of such companies for a pilot.
 
Our goal is to turn the current ‘people finder’ into a proper skill/expertise finder, while requiring as little effort as possible from staff (ideally none). For this, we would need a well-functioning search engine (e.g., that can understand mis-spelled names, for example), that would draw on data possibly pulled from:
  1. HR’s internal datasets (including but not limited to the dataset that is currently at the backend of the people finder),
  2. info web scraped from standardized online documents (e.g., here) pertaining to specific projects (e.g., so you would know that John Doe worked on project X in year Y, as an expert in Z),
  3. info web scraped from  Linkedin profiles (e.g., education, expertise, publications),
  4. info added by the staff to their profile.
 
Please let me know if you are aware of companies that could be able to help us design and implement the best possible internal expertise finder.
 
Best,
 
Jules Hugot, PhD | Economist | Macroeconomic Research Division | Economic Research and Regional Cooperation Department | Asian Development Bank | +63 999 999 4630
 


Best corporate expertise finder tools and service providers? #expertise-location

Jules Hugot, <jhugot@...>
 

Dear SIKM Leaders Community members,

 

I am an economist with the Asian Development Bank (ADB)—a multilateral development bank, similar to the World Bank, but with a focus on Asia.

 

We are looking to upgrade our internal people finder, which currently only displays staff’s name, office and phone number, job title and a photo. Instead of going through the usual HR/IT channel, our ‘innovation hub’ has launched an internal call for proposal, asking staffs to form teams combining people from different areas of the bank. As a member of one of these teams, I am looking to understand what are the state-of-the-art solutions for corporate people/expertise locators in the market, and which companies can best design and implement such tools. The next step would be to commission one of such companies for a pilot.

 

Our goal is to turn the current ‘people finder’ into a proper skill/expertise finder, while requiring as little effort as possible from staff (ideally none). For this, we would need a well-functioning search engine (e.g., that can understand mis-spelled names, for example), that would draw on data possibly pulled from:

  1. HR’s internal datasets (including but not limited to the dataset that is currently at the backend of the people finder),
  2. info web scraped from standardized online documents (e.g., here) pertaining to specific projects (e.g., so you would know that John Doe worked on project X in year Y, as an expert in Z),
  3. info web scraped from  Linkedin profiles (e.g., education, expertise, publications),
  4. info added by the staff to their profile.

 

Please let me know if you are aware of companies that could be able to help us design and implement the best possible internal expertise finder.

 

Best,

 

Jules Hugot, PhD | Economist | Macroeconomic Research Division | Economic Research and Regional Cooperation Department | Asian Development Bank | +63 999 999 4630

 


Re: MS Teams Attendance Tracking and GDPR #tools

Kim Glover
 

Thank you for the reply, Sarah, and I'll be sure to share what we learn, whether it's from this forum or in another way.


Re: MS Teams Attendance Tracking and GDPR #tools

Kim Glover
 

Hi John, 
Thank you for the response. We can use the chat history, but it's a manual process, and there must have been requests for a button to do the same, because a new feature was added a couple of months ago.

Microsoft Teams meeting attendance report - Microsoft Teams | Microsoft Docs

We are wondering if anyone has enabled this feature, and how it jives with GDPR requirements.

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