Main company executives expectations in terms of knowledge management are as follow:
- Improve operational performance
- Develop organization leadership
- Enhance and share knowledge
The Human Resources Department bears this impulse beyond basic administrative management, focuses on increasing employee engagement, as well as retaining and improving knowledge in the company.
The HRD is the carrier of the “employer brand” when the company experiences scarcity of skills. It is meant to bring human connection and collective appreciation, in organizations that are increasingly structured and processed.
That is how Human Resources Departments participate in Knowledge Management. They provide “a range of organization and technology models used to create, gather, organize, store, communicate, use and transfer knowledge inside the company. Knowledge takes shape as internal and external documents but also as intellectual and experience capital, lying in the hands of employees and domain experts. ” (CIGREF – IT association gathering major French companies – definition)
Redsen gives advice and support to the Human Resources Department in its response to Executive Management expectations, through three axes:
- Develop collective intelligence by enhancing knowledge sharing and management workflows.
- Increase and expand skills through internal MOOCs (Massive Online Open Course)
- Brand the HR function to better communicate, hire and retain employees.