In today’s knowledge-based economy, losing an employee to a competitor can cost a company dearly. Harnessing the knowledge of its employees both current and past is vital to the future 1success of an organisation and is one of the greatest challenges facing HR professionals today.
Knowledge management initiatives are by no means new. However, the processes by which knowledge is collated and shared amongst employees are changing. Think ‘active’ knowledge rather than ‘archive’ knowledge - that’s where management talk is today and Communities of Practice (CoPs) are emerging as an informal way in which knowledge is being diffused, both within and between organisations in the public and private sector.
CoPs involve a group of people with common interests getting together to exchange ideas, share best-practice and explore ways of working together to develop solutions to shared problems. CoPs can meet face to face but increasingly they happen on-line via e-mail, electronic discussion groups and electronic chat rooms. The recently launched government’s CoP for local councils - IdeA - is one of the many new online communities already boasting success.
The tangible benefits of CoPs can have wide-reaching contributions to a company’s performance and these contributions have been known for some time to the Big Five consulting companies. Not surprisingly, these organisations have developed their own extensive internal CoP networks. However, the wider business community is only now recognising their true benefits which include:
- increased productivity from better knowledge-sharing and an accelerated learning curve for new employees
- re-use of existing knowledge assets – preventing the ‘reinvention of the wheel’ syndrome
- improved client service, by providing rapid access to information as individuals can draw on knowledge from a CoP
- connecting together relevant experts to help solve problems
So, how can HR professionals encourage CoPs in their companies or indeed support existing ones? The HR role should be one of a sponsor, providing the necessary framework and enabling environment. This can include:
- providing information about what CoPs are and how they operate
- helping select a CoP champion who has the necessary communication skills and dynamism
- providing the necessary infrastructure and support such as meeting space, time, group email lists and web pages to advertise the community
- support to organise outside events such as key speakers and bring attendees together afterward to debrief together
- sending continuing messages of support, reinforcing the business value of CoPs
If CoPs are firmly entrenched in your organisation’s culture, the next time a valued employee leaves, you can rest assured that some of the company’s most valued information assets aren’t leaving too!
For further information contact Ben Sequerra or Cliff Sewell at Sewell Moorhouse – an independent and specialised accounting, financial and administrative recruitment consultancy, based in Sheffield, Doncaster and Leeds.
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