T4-3 Using the Performance Evaluation System for KM

A simple tool for increasing the likelihood that employees will perform desired KM behaviors is to incorporate those behaviors into the periodic Performance/Personnel Evaluation System. Personally, I prefer that employees (for example through a briefing) are assisted to understand and appreciate KM and what KM can do for them (see previous blog on “T3-1 Showing a concrete benefit of KM to the knowledge worker”). Demonstrating success of a KM pilot project in a selected unit within the organization is even better. However, a combination of many approaches may be the best approach, whichever is suited to the culture and problem of the organization concerned.

An innovative approach used by SEAMEO INNOTECH in lieu of a generic Performance/Personnel Evaluation System is the individualized Personnel Development Plan whereby each employee, in consultation with his/her superior, commits to take specific actions or duties towards gaining or enhancing specific competencies during an evaluation period. Presently, the management of INNOTECH is considering incorporating the practice and learning of specific KM competencies in the Personnel Development Plan.

Note that there is an embedded link in this blog post. It shows up as colored text. While pressing “Ctrl” click on the link to create a new tab to reach the webpage pointed to.

=>Back to main page of Apin Talisayon’s Weblog
=>Jump to Clickable Master Index

Advertisements

Tags: , , , , , , , ,

Leave a Reply

Fill in your details below or click an icon to log in:

WordPress.com Logo

You are commenting using your WordPress.com account. Log Out / Change )

Twitter picture

You are commenting using your Twitter account. Log Out / Change )

Facebook photo

You are commenting using your Facebook account. Log Out / Change )

Google+ photo

You are commenting using your Google+ account. Log Out / Change )

Connecting to %s


%d bloggers like this: