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| Introduction |
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Knowledge indicators are those things that point to
knowledge in your organization. Anything that points to or measures
intellectual (human, structural and customer) capital can be a knowledge
indicator. They can be used to get a sense of what sort of stocks and
flows of knowledge you have in your organization at any given time. The
difficulty with defining knowledge indicators is that they can be
different for given organizations (or even for groups within
organizations). What is a measure or pointer to knowledge in one case may
be useless information in another. In light of this, it sometimes helps to
see knowledge indicators used by other organizations. This not only helps
you to see if any of those already used are helpful to you, but to help
you think of your own. Below are some sample knowledge indicators. Each
one can mean something entirely different to each organization, so you
have to look at each one and determine what knowing information about it
may tell you about your organization and its use of knowledge.
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| Sample Knowledge Indicators |
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- Academic/Professional qualifications
- Internal/External appointments
- Honours conferred
- Memberships in professional organizations
- Professional expertise
- General interests
- Bibliography (published and internal material)
- Reviews given
- Research projects (alone and in cooperation)
- Innovation
- Knowledge transfers
- Recognition
- Leadership
- Significant liaisons
- Courses taught
- Individuals taught/mentored
- Special presentations made
- Peer evaluations
- Client service
- Service to individuals/groups
- Committees/Advisory boards
- Departmental service
- Conference service
- Community service
- Continuing education activities
Of course, this list is by no means exhaustive, and has items on it
which may or may not lend themselves to your organization in managing its
knowledge. The key is to discover those knowledge indicators that are
important to your organization, collect information on each of them, and
assess what they tell you about how your organization is managing its
knowledge. |
| How
sum Knowledge
Portfolio® can Help |
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sum Knowledge
Portfolio® proposes a structure for capturing information in
three or more sections: one or more areas of performance indicators plus
two “bookends”—a personal profile or Biography, including those aspects
each individual brings to the job, and Development, those activities
undertaken to remain current in professional, administrative or personal
skills. If you can answer the questions
- What is important to your success, and
- How do you know when your employees have it
then you are well on your way to being able to successfully and easily
implement the
sum Knowledge
Portfolio® system. But you do not have to answer all the
questions before you start.
sum Knowledge
Portfolio® makes it easy add, change or eliminate indicators as
your experience and insight grow. |
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