Managing for Knowledge: HRs Strategic Role

On the basis that what gets measured normally gets done it is important that organisations address the knowledge component in their performance management system. Equally if employees are to see that the organisation is taking knowledge management seriously a balanced-scorecard approach needs to be adopted, ensuring that an individual’s ‘knowledge contribution’ is evaluated alongside delivery of Key Results Areas.

When discussing an individual’s overall ‘knowledge contribution’, managers will need to take into account the different ways in which individuals might do this. They will need to consider:

• Knowledge acquisition – What knowledge has the individual brought into the organisation?

• Knowledge sharing – How has the individual applied their knowledge to help others develop?

• Knowledge reuse – How frequently has the individual re-used existing knowledge and what has been the outcome?

• Knowledge development – Has the individual actively developed his/her own knowledge and skills? What different approaches have been adopted? How well has the individual applied his/her learning?