Knowledge Worker Management

Knowledge management helps solve most of the common business problems and helps companies increase their benefits by: Improving business decisions thanks to facilitated access to expertise and to leading practices, Increasing efficiency, productivity and work smarter by reducing cases of “reinventing the wheel”, Improving innovation through wider and borderless collaboration, Reducing loss of know-how by capturing explicit and tacit knowledge, Speeding productivity with on-board trainings and timely access to knowledge, Increasing client satisfaction by delivering value insights, Enhancing quality and ability to collaborate by standardising ways of working and enabling discussions with leading experts Knowledge management prevents staff from constantly reinventing the wheel, provides a baseline for progress measurement, reduces the burden on expert attrition, makes visual thinking tangible, and manages effectively large volumes of information to help employees serve their clients better and faster. The problem is that many companies fail to enable a knowledge sharing culture. With the increase in contingent workers, the risk of knowledge loss in sensitive business areas is higher than ever. Knowledge management services can reduce risk, shorten the learning curve for new employees, and reduce the cost and speed to market. Two important trends are changing the way knowledge work gets done in organizations: The emergence of new ways of reaching and engaging workers, The automation of knowledge work by means of artificial intelligence and other technologies, Both trends have critical implications for business and are of particular importance to professional services firms. New ways of reaching and engaging talent: Online talent marketplaces such as eLance and oDesk help employers identify workers with needed skills and engage them in project work. They allow workers to post their qualifications and employers to post their needs. These marketplaces, also known as talent clouds, facilitate communication and negotiation, handle payment, and allow employers to rate workers performance. Workers develop an online reputation through these rating systems, helping to guide employers in their choice of whom to engage. Millions of workers from around the world participate in online talent marketplaces, providing ready access to talent at a range of prices. Companies beginning offshore operations soon discover that there are more than oceans dividing their workforce. Cultural and working norms, motivational factors, types of incentives and rewards, and attitudes toward new processes or tools can hinder talent management across borders.

References :https://www2.deloitte.com/us/en/pages/human-capital/solutions/knowledgemanagement-consulting-services.html ,

https://www2.deloitte.com/us/en/insights/focus/signals-for-strategists/the-future-ofknowledge-work.html ,

https://www2.deloitte.com/lu/en/pages/strategy/articles/benefitsknowledge-management.html ,

https://www2.deloitte.com/us/en/insights/deloittereview/issue-3/deep-talent-vast-distances-tapping-the-global-knowledge-workforce.html .