How do you support knowledge sharing within Human Resources? #HR-OD


tombarfield@sbcglobal.net <tombarfield@...>
 

Our Accenture KM lead for our Human Resources organization asked me
to seek information from our peers on knowledges sharing programs
targeted at Human Resource organizations. I have included a number
of questions below. Please reply.

I will respond to this with Accenture's answers.

Thank you

Questions:
1. How is your KM tool set up to best support HR related content?


2. How do HR personnel go about making contributions?


3. What types of initiatives and related incentives are available to
promote knowledge sharing among your HR people?


4. What challenges do you face in getting your HR people involved in
KM?


5. What are the greatest KM needs of your HR people?


6. What are the top priorities of your HR program?


7. How is KM sponsored in your HR organization?


tombarfield@sbcglobal.net <tombarfield@...>
 

1. How is your KM tool set up to best support HR related content?
At Accenture the HR website has a welcome page with 14 channels on
the left navigator. There are also sub-channels down to various
levels under each of the main channels. Main channel examples
include: HR Organization, HR Communications, HR Career Experience,
HR Key Links, etc.

2. How do HR personnel go about making contributions?
There is a central KM contact that individuals can reach out to in
order to gain edit access to the site and walk through the process
of adding content. Users can also submit contributions on their own
via the Accenture Knowledge Exchange. The HR KM contact then
reviews these items as they are submitted and links them up to the
HR website as appropriate.

3. What types of initiatives and related incentives are available to
promote knowledge sharing among your HR people?
Acknowledgement of contributors in regular HR Update newsletter,
individual `thank you' memos sent from HR KM, advertising HR
involvement through HR KM Welcome Memos and reminders in HR
newsletter, on team calls, at community meetings, etc.

4. What challenges do you face in getting your HR people involved in
KM?
Time is a big challenge; enabling people to carve out time to
dedicate to KM activities; also spreading the word on the HR KM
program and reminding HR professionals of the types of contributions
that would best benefit the HR website. It can also be a challenge
to explain the difference between the HR website which is the KM
tool for HR practitioners – to help support them in their day-to-day
jobs - and HR tools which contain materials for all Accenture
personnel like employee forms.

5. What are the greatest KM needs of your HR people?
Program management materials for performance management/the annual
process, HR organization charts are always in high demand,
information specific to day-to-day work like reporting tools.

6. What are the top priorities of your HR program?
Continue promoting the HR website as the primary entry point for HR
Business Practice materials (and thereby avoid the creation of
other/separate HR KM tools), identify a key area in HR to help build
out assets for and market to our people, assess the value of the HR
KM program

7. How is KM sponsored in your HR organization?
The Senior Executive team lead on which the HR KM position sits acts
as the sponsor of the HR KM program. Various other Senior Execs
across HR support the HR KM program through their involvements and
usage of the HR website and HR KM program services.