Presentation on theme: "IDENTIFYING & TRANSFERRING CRITICAL KNOWLEDGE MASTERCLASS Practical, Proven Steps that Can Make a Difference in Your Organisation CARLA SAPSFORD NEWMAN."— Presentation transcript:
IDENTIFYING & TRANSFERRING CRITICAL KNOWLEDGE MASTERCLASS Practical, Proven Steps that Can Make a Difference in Your Organisation CARLA SAPSFORD NEWMAN
HOW MANY... employees in your company retire every year? employees transfer jobs or jump ship? new employees join? For every one of these shifts in your talent pool… You have a potential problem
DEMOGRAPHICS AREN’T IN YOUR FAVOUR And Gen X and Gen Y employees aren’t loyal to one company anymore. Experienced professionals are fast retiring.
CRITICALITY OF KNOWLEDGE: Case Study of the Oil & Gas Crew Change Crisis According to Schlumberger Business Consulting based on a worldwide HR Benchmark Survey in 2011: 70% of National Oil Companies and 60% of the oil majors said they faced project delays due to a staffing crisis 76% of high growth companies plan on bringing back retirees
ACCORDING TO BOOZ ALLEN: …The average employee working for a major operator or service company is 46 to 49 years old, according to the Interstate Oil and Gas Compact Commission (IOGCC) in the United States. With the average retirement age for the industry being 55 years, it is obvious that the industry faces a crisis in the next 7 to 10 years as more than half of the employee base leaves the work force.
FRAMING THE PROBLEM Identifying Your Organisation’s Most Critical Knowledge: Intellectual Property Personal Networks – It’s not WHAT you know, it’s WHO Lessons Learned/Case Studies Resources Not Know-How, but Know-Why
KNOWLEDGE IS EXPENSIVE TO REPLACE So if you can be a KM hero in your organisation, you can help save a LOT of money for your boss. If you ARE the boss, you can help reduce churn and diminish lost downtime as new employees get onboard. When companies say, ‘people are our greatest asset’ what they mean is… It is too expensive to replace them and start all over again!
SO, HOW? Identify the knowledge that is the most valuable to your organisation. Make it a contractual requirement or build into your HR practices a guided knowledge transfer. If people aren’t required to do it, chances are they won’t bother. Must build in incentives for behaviour which benefits not only the organisation, but the employee.
YOU CAN’T MANAGE KNOWLEDGE LIKE A DINOSAUR NOT IN THE ERA OF SOCIAL MEDIA Technology has to be part of your solution. But IT alone can NEVER replace a human-focused KM strategy. Checklists alone will never drill down to the most critical knowledge your employees carry with them.
WHEN TO KICK IN WITH A KNOWLEDGE TRANSFER BASIC RETIREE TRANSFER TIMING Ideally 3-6 months before retirement SCOPE Beginning with their career history, lessons learned with an emphasis on current position FOCUS AREAS Areas of expertise General experience and background Information resources Examples of lessons learned, as in projects Key contacts (personal network) Personal views on the future direction of the function Opportunities for improvement
WHEN TO KICK IN WITH A KNOWLEDGE TRANSFER : CREW CHANGE TIMING Within weeks of the transfer announcement SCOPE Current job or role, lessons learned and occasionally key knowledge accrued; knowledge gap with successor FOCUS AREAS Roles & responsibilities Key activities Risks and challenges Information resources Key contacts (personal network) Opportunities for improvement