Knowledge determines all the coming improvements, innovations, know-hows, following the preset rules, laws and standards. If you have no knowledge, you have nothing.
Yes, there can possibly be fantastic cases when skills of individual employees would allow the achievement of an extraordinary result for the company. However, this is more an exception than a rule.
You need a system to build up an innovation company. This should be the system of knowledge management and transformation. This should be the system targeted at achievements of goals of company growth.
Talents are the main working elements in the economy of knowledge. Search, growth and retaining of talents are the key tasks for the business of modern company.
We need talented employees with skills, knowledge and experience, which we can use for the growth of the company. We don’t want to patch the everyday HR problems!
Of course, we need! However, disappointingly, these employees already work, create and achieve goals of other companies. It means that in the majority of cases you have three options:
Option 1. Play roulette, with long persistent search for ideal employee for your tasks.
Option 2. Train your existing employees by yourself.
Option 3. Forget about innovations and improvements and become average…
The optimal option is training. But when we talk about training, there is always a fear that newly-trained specialist can leave the company!? This is the question in the area of corporate culture and loyalty of your staff.
Who is responsible for the high corporate morale?
Who is responsible for the internal atmosphere in your company, targeted at the improvements?
The most wide-spread question in the implementation of innovations is: “Why should employee propose something new and be responsible for it? He does his current work, receives money and happy about that!?”
The answer to this question shows that company does not have corporate atmosphere targeted at the search of innovations and improvements. We will not get results without an atmosphere. Without creation of an atmosphere we will permanently answer terrible questions like “Why should he..?” for all aspects of innovations and improvements.
Create the atmosphere of high corporate morale, and your company will gain a competitive advantage. You will be full of ideas and emotions. Your internal business processes will develop like a living organism, ensuring the growth of financial indicators of the business.
Here is a simple example of atmosphere of knowledge: driving skills. While driving, we follow the road situation, signals of traffic lights, street names, dashboard dials. We constantly use information and knowledge for getting from point A to point B.
- Does anybody have a thought to neglect this information and knowledge?!
- Drive on the road with eyes closed?
- Or forget about the fuel indicator?!
Then, why do we forget about the knowledge management when managing the company? Why do we prefer acting on a hunch?
Does your company use knowledge for its growth and development? It is easy to assess, just answer the following questions:
- Do you link new knowledge with financial indicators, with certain financial indicators?
- Who is responsible for knowledge management in your company?
The key task of the HR department is development of employees. This is to ensure the growth of the company, the implementation of company strategy.
This is exactly the implementation, but not the design and, all the more so, not the initiative.
The initiative and design of the strategy should come from the owner and top-management of the company. Otherwise, the HR manager controls everything. Is he ready for this? Does he know how the business works, or how the financial indicators correlate? What are the targets of the company?
Remember about Desire and Reality. The desired does not always match the situation in your company.
Use the following algorithm for the first steps in creation of an innovative company, oriented on knowledge management:
1. Determine the Strategy of the company: simple, brief, clear. Who will do this: the owner or the executive manager? The approximate size is 1-2 pages.
Contents of the Strategy:
- main customers,
- main competitors,
- tasks for the next 3 months, 6 months, 9 months, 1 year, 3 years.
The Strategy is a working document, not a dogma of the law. You need to work with the Strategy, review and, of course, realize!
2. Set the role of knowledge in the competitiveness of your company, answering following five simple questions:
- Are your employees ready for training?
- What do your employees need to learn?
- How will new knowledge and skills influence the financial indicators of your company?
- Who is responsible for the training process in the company?
- How will you control the achievement of the result?
Knowledge management in the modern company is a key resource of innovations and competitiveness. But you must remember: If you want to manage the knowledge, you need to have employees oriented on the application of knowledge as the method of company growth. You need to search and train these employees. These employees will be the new, so-called “knowledge”, resource of your company.
A simple question: do employees link their prosperity with the company growth? Is this a destiny of chosen manager only?
Do not expect innovations and improvements from the staff, who does not understand the role of knowledge in the modern business. Strive to create an atmosphere of creativity, aspiration and growth, but not co-habiting.
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