Overcoming the knowledge overflow: KM and learning

Posted by Shira Fernaldes Karni on August 22, 2019.

This is the era of knowledge. In today’s world, while knowledge doubles itself approximately every 12 hours, knowledge half-life is rapidly getting shorter and shorter. Evidently, this new reality yields a constant need for learning and refreshing one’s knowledge on a regular basis. In this article, I will elaborate on the risks and challenges organizations face due to the inescapable changes in knowledge. In addition, I will initiate the discussion on how a joint KM-Learning approach can provide organizations with a solution that enables competitive advantage rather than risks mitigation.

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Automated assessments

Changing how you think about talent acquisition

Posted by Kevin Moss, Bill Cleary, and Bhawna Bist on May 14, 2019.

Candidate assessments have long been an integral part of helping organizations gauge candidates’ skill level, fit for the role, and cultural fit with the organization. While traditional assessment methods aren’t likely to disappear in the near future, there is a growing shift in the way talent is assessed. As automated, AI-based assessments mature, many organizations are using these innovative solutions to capture the right candidate data and facilitate more effective hiring.

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Prediction: Organizations will rethink work for a more productive workforce.


Posted by Kathi Enderes on November 29, 2018.

The world of work has become incredibly complex. Workers are trying to navigate a maze of hierarchies, work processes, and never-ending new communication methods that are all meant to make them more productive, but ultimately having the opposite effect. The rise of the social enterprise means that organizational boundaries are becoming permeable, while what and who constitutes an “employee” will be redefined with broader, more inclusive concepts. And teams are rising to the fore as work processes become project-based, even as many organizations cling to industrial-age hierarchies.

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The future of work means anything is possible

But first, learning needs to be undone, reimagined, and recast into the flow of work

Posted by Amy A. Titus, Josh Haims, Terry Patterson, and Joanne Kim on May 2, 2018.

As the future of work unfolds, adaptable learning organizations will likely stay ahead of their competition, attract the best and the brightest prospects, and manage market movements with their customer base with more agility. Learning leaders are well positioned to lead the charge to develop an adept workforce that can not only respond to rapid shifts in markets, but also thrive in them as well.
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