Кто может управлять знаниями в российских компаниях?

Кто может управлять знаниями в российских компаниях?

Краткий обзор корпоративных ролей управления знаниями (КМ) в международной практике

Олег Лавров

Олег Лавров – председатель правления Ассоциации «КМ Альянс», опираясь на международную практику, представил свое видение ролей в Knowledge Management. Предлагаем ознакомиться со статьей и высказать свое мнение. 


Смотрите ещё публикации Олега Лаврова

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Анализируя литературу из различных источников о деятельности в европейских, американских и азиатских компаниях, хочу предложить вам мнение о текущем положении дел с ролями и функциями организаторов и исполнителей управления знаниями в компании.

1.

«Chief Knowledge Officer (CKO)» или «Chief Learning Officer (CLO
— это самое высокое положение в текущем понимании роли лидера управления знаниями в компании. СКО/CLO:

  • развивает общее видение и ценности КМ в рамках всей организации;
  • создает и реализует общие стратегии, в том числе и в области управления знаниями, основанную на текущих знаниях;
  • отвечает за разработку и внедрение системы управления знаниями в организации, видеть КМ в теоретическом и историческом контексте
  • способен изменить мышление / парадигму на эффективную работу со знанием в компании;
  • планирует и регулярно осуществляет деятельность в области     управления знаниями, критически оценивает решения в области  КМ;
  • ведет «погрузочно-разгрузочные» работы с организационным знанием — управляет жизненным циклом знаний в понимании компании;
  • проводит оргизменения в организации, основанные на уникальных интеллектуальных ресурсах и активах компании;
  • создает штат и функционал КМ-специалистов, развивает способности / компетенции по работе со знанием;
  • управляет коммуникацией и персоналом КМ;
  • регулирует функции безопасности и сохранения конкурентных знаний;
  • сохраненяет интеллектуальную собственности организации;
  • поддерживает и развивает базу знаний компании и ведет учет в организации баланса новых и существующих знаний;
  • ведет разработку и учет передовых организационных практик;
  • определяет структуру КМ проектов и их эффективность;
  • эксплуатирует существующие организационные знания для целей и задач бизнеса;
  • обеспечивает удовлетворенность участников  процессов      управления знаниями всех уровней;
  • отчитывается о деятельности сотрудников и проектов по управлению знаниями;
  • ведет учет влияния проектов или системы УЗ на создание ценности бизнеса и возврат на вложенных инвестиций.
2.

«Knowledge Manager»
— администратор-специалист технологической «базы знаний» — это руководитель, который работает с СКО (или с высшим руководителем):

  • может возглавлять проектный офис и реализует выполнение стратегии;
  • может осуществлять разработку стратегии корпоративных км проектов и проектов управления изменениями, таксономии знаний, анализа социальных сетей, образовательных профилей сотрудников;
  • осуществляет «поставку» корпоративных знаний под запрос;
  • участвует в создании системы управления знаниями во всей компании.
3.

«KM Champions / Knowledge Leaders»
— это может быть выделенный или не выделенный в специальную штатную единицу, а неформальный лидер, осуществляющий содействие KM в организации, часто выступает с конкретными инициативами, например, повторное проектирование интранет, организацию работы сообществ практиков, построения таксономии корпоративных знаний, участвует в создании системы управления знаниями во всей компании.

4.

«Knowledge Brokers»
— это специалист, который знает, где и у кого находится корпоративное знание.

  • соединяет людей с нужным знанием с теми, кто в нем нуждается;
  • может находится в департаменте HR или ИТ и владеть картой знаний организации;
  • участвует в создании системы управления знаниями во всей компании.
5.

«Knowledge Synthesizers / Knowledge Stewards»
— стюарды или синтезаторы знания — эта роль может быть реализована специалистами различных подразделений, такие специалисты несут ответственность за сохранение локальных знаний департаментов и фиксацию значительного объема нового (создаваемого сейчас) знания и передачу его в организационную память (базу знаний).

6.

«Knowledge Editor»
— редактор знаний — это специалист, который формирует таксономию и упаковывает контент явного и формализованного организационного знания сотрудников, так чтобы корпоративный пользователь мог легко его использовать и понимать.

7.

«Knowledge Analyst»
— аналитик организационных знаний сотрудников — это специалист, который переводит потребности пользователей в требования к корпоративным нормам управления знаниями и следит за соблюдением и развитием этих норм

8.

«Knowledge Transfer Engineer»
— это специалист — инженер организационной передачи знаний. Он отвечает за фиксацию, формализацию и передачу неявных знаний таким образом, чтобы облегчить повторное использование созданного нового знания в организации. Также он облегчает передачу неявных знаний путем подключения соответствующих людей для объяснения и уточнения организационных знаний определенных сотрудников

9.

«Knowledge Systems Engineer»
— инженер системных знаний — это эксперт системы управления знаниями, который создает решения для инициатив в области УЗ за счет использования порталов, интранет, базы знаний и данных.

10.

«Knowledge Management Process Owner»
— владелец процессов управления знаниями — это специалист, который несет ответственность за обеспечение пригодности процесса управления знаниями в организации для достижения корпоративных бизнес-целей:

  • является спонсором процесса управления организационными знаниями;
  • имеет достаточные ресурсы для разработки процесса управления знаниями в соответствии с передовой практикой и отвечающей потребностям организации;
  • осуществляет арбитраж в любом споре за распределение обязанностей;
  • спонсирует коммуникационную кампанию по продвижению информированности сотрудников и принятия решений о процедурах управления знаниями;
  • отвечает за создание и выполнение плана, целей процесса управления знаниями, за метрики для измерения успеха, получение официальной обратной связи от высшего руководства по процессу управления знаниями и связанные с ним процедуры в компании.
  • обеспечивает согласование с текущей культурой организации и ИТ- стратегией управления услугами, обеспечивает координацию со всеми другими вовлеченными департаментами;
  • может быть в проектной или функциональной логике;

Вот неполный перечень возможных ролей и функций участников корпоративного процесса управления знаниями.

 Приглашаю к участию с краткими сообщениями о своих практиках, ролях и функциях в корпоративных системах/проектах управления знаниями представителей российских компаний!

Благодарю за внимание!

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Алиса Кононенко

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