Knowledge Profiles "record skills, tools, practices and social networks, it highlights competencies, identifies gaps, helps with learning programs to address deficits, realize opportunities and heighten awareness for the owner and colleagues." KM profiles appear to be e-portfolios for the corporation/organization. I reviewed the links posted at the conclusion of the article...and decided that the profiling technique is somewhat impractical. Besides fabricated knowledge solicitation (acquiring knowledge for evaluative use should closely represent real-life activities), any profile that requires my own input, also needs a validation process to ensure that I'm not misrepresenting myself. I can see how organizations can benefit from profiling their staff...but what's the benefit to the employees? When trying to get people to share what they know...some type of benefit beyond "It'll let us know how things work in our company" is needed. KM starts with the individual and extends to teams, departments, offices, organizations, and globally. Start with the company's needs and the knowledge dries up.
Posted by gsiemens at September 1, 2004 08:26 PM