Weaving the Organizational Fabric through KM

Weaving the - Weaving the Organizational th Fabric Through Knowledge Management Dr Jay Liebowitz Li Professor Carey Business School Johns Hopkins

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Weaving the Organizational Fabric Through Knowledge Management Dr. Jay Liebowitz Professor, Carey Business School Johns Hopkins University [email protected] edu [email protected]
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Interesting Trends of Senior Executives • Short-term versus long-term vision yopic view versus broader perspective Myopic view versus broader perspective • Lack of succession planning and orkforce development efforts workforce development efforts – “Too Many Companies Lack All Important uccession Plans” Wall Street Journal Succession Plans , Wall Street Journal Online, Nov. 27, 2007
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Succession Planning (GAO-04-127T) Selected Practices Used by Agencies in Other Countries • Receive active support of top leadership • Link to strategic planning • Identify talent from multiple organizational levels, early in careers, or with critical skills mphasize developmental assignments in addition to Emphasize developmental assignments in addition to formal training • Address specific human capital challenges, such as diversity, leadership capacity, and retention • Facilitate broader transformation efforts
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Today’s and Tomorrow’s Environment • Graying workforce • Cross-generational knowledge flow issues • Continuing to do more with less eveloping and maintaining relationships (e.g., private- Developing and maintaining relationships (e.g., private public partnerships) • Impact of social networking or which of the following business reasons are you using For which of the following business reasons are you using blogs? (2007 Forrester Research; 107 IT decision makers at US companies with 500 or more employees; multiple answers): • 63%: Internal communications 0%: Internal knowledge and content management • 50%: Internal knowledge and content management • 47%: External thought leadership • 46%: Marketing to customers and prospects • 2%: Other
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Projected Change in U.S. Population, 2000-2010 by Age Group 45.3 50 30 40 ange 9.5 15.6 12.6 10 20 lation Ch a -0.9 -4 -10 0 % Popu -14.7 -20 14 & nder 15 to 24 25 to 34 35 to 44 45 to 54 55 to 64 65 & lder under older Source: U.S. Census Bureau Heldrich Center for Workforce Development, Rutgers Univ.
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Projected Change in U.S. Population, 2010-2020 by Age Group 35.1 40 8.2 30 ange 8.6 12.1 2.8 18.2 10 20 lation Ch a -0.6 -10 0 % Popu -13.4 -20 14 & nder 15 to 24 25 to 34 35 to 44 45 to 54 55 to 64 65 & lder under older Source: U.S. Census Bureau/ Heldrich Center for Workforce Development, Rutgers Univ.
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Human Capital Strategy ±
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This note was uploaded on 03/12/2010 for the course ECON CRM taught by Professor Prof during the Spring '10 term at École Normale Supérieure.

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Weaving the - Weaving the Organizational th Fabric Through Knowledge Management Dr Jay Liebowitz Li Professor Carey Business School Johns Hopkins

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