I am going through sixth major change in career this week. The change in job brings in uneasy situation for the employee as well as the employer. The notice period is the most non productive period of the career. Change in career has mostly being associated with changing loyalty, lust for money, giving up due to pressure situation and so many non positive traits. But the experience for the employee is different. He gets an opportunity to UNLEARN, NETWORK WITH NEW PROFESSIONALS, Experiment with new ( Ideas which were never tried in the previous job) and old ideas (Ideas which have worked) etc.
Although I have been suggested many a times to settle down with a job (organization), I disagree (as of now) with the term settlement. Settlement , I feel is accepting to what ever is dished out to you. Settlement could only be associated with movement toward fullest utilization of ones potential and exploring the intellectual or work capability beyond the individual LIMITS.
I experienced CHANGE as Productive phenomenon for the employee as well as the employer. Hence Change must be accepted more positively. In fact organizations must formally allow inter change of professionals among themselves to become more productive.
Thursday, July 31, 2008
Thursday, July 24, 2008
Knowledge transfer within the large manufacturing company
In the course of Initiation meeting with the large Manufacturing Companies on Knowledge Management Implementation, many issues came up during the meeting of the implementation committe. These were:
1. Knowledge transfer between the Workman's has never been the inherent culture of the organization.
2. The job rotation policy had never been seriosly applied.
3. The outflow of experienced employees is resulting into capacity loss to the organization.
4. The new means of Knowledge transfer technology like intranet, ICT tools and eNewsletter is not effective. (due to gap in computing facility made available to the employee.)
5. It has also been found that the computing facility is available only up to executive level and as these facility do not have means to capture the working or tacit knowledge of the supervisors.
6. The acquired knowledge by the supervisor from the Workman's and transfer amongst them or within the system is missing.
The immediate task to begin with is to conduct knowledge audit, Knowledge mapping and expert mapping followed be assessment and designing a KM solution for the organizations.
It also appears that larger the organization, more is the tendency of people to work in isolation with one another. (restricts knowledge flow).
The problem also appears with the organization structure which do not seem to align with vision, mission of the organizations.
1. Knowledge transfer between the Workman's has never been the inherent culture of the organization.
2. The job rotation policy had never been seriosly applied.
3. The outflow of experienced employees is resulting into capacity loss to the organization.
4. The new means of Knowledge transfer technology like intranet, ICT tools and eNewsletter is not effective. (due to gap in computing facility made available to the employee.)
5. It has also been found that the computing facility is available only up to executive level and as these facility do not have means to capture the working or tacit knowledge of the supervisors.
6. The acquired knowledge by the supervisor from the Workman's and transfer amongst them or within the system is missing.
The immediate task to begin with is to conduct knowledge audit, Knowledge mapping and expert mapping followed be assessment and designing a KM solution for the organizations.
It also appears that larger the organization, more is the tendency of people to work in isolation with one another. (restricts knowledge flow).
The problem also appears with the organization structure which do not seem to align with vision, mission of the organizations.
Sunday, July 13, 2008
Egovernance Issues and Challenges
E-governance has been the buzz word in the government for last 10 years, Many successful Mission Mode Projects (MMP) reflect strong sentiments for ICT adpotion. But then there are several issues and challenges for the organization which needs to be immediately addressed. These are:a) Vendor driven adoption of technology in the government departments.
b) Lack of standardization in softwares and hardware.
c) Infrastructural bottleneck.
d) Training and implementation.
e) Corruption and Misuse of resources.
The above mentioned issues and challenges were discussed in length by officers incharge of e-governance cell in their departments at the recently held workshop on the above subject.