Poor Knowledge Levels In Organizations - CiteHR
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Thanks for that. Yes, I agree...
If we restrict to our question, your strategy advocated was to 'compensate the legal department inefficiencies through your own reading'. In other words, you ended up 'doing the work of the others' in some sense?
Does that qualify to be a reasonable conclusion from what you have described?
Please let me know if I understood it right.
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I look at from a different perspective of raising my individual performance to optimum level, stregthening my knowledge relevant to my area of functioning to serve the interests of the organisation well and achieving considerable freedom of action by reducing my dependance on other support functionary like legal. The cumulative effect of my individual efforts was to make my job tellingly effective and deal with issues/unions from the position of strength and ultimately to insulate my department from the adverse affects of poor knowledge levels elsewhere.In ultimate analysis, I worked for myself and my department, instead for some other department.
HR & Labour Law advisor
Thanks for the clarification and it is in-line with my remarks (whether we like it or not!). So, that is one way of working around. Like you rightly stated, this may not work for other functions.
So, can we think of any other strategies to use in this situation?
Dear Mr Nikhil Gurjar,

I have gone through all the comments once again. Overall it emerges that poor performance or sub-optimal performance pervades across all the functions and HR is no exception. This is where solutions of "Knowledge Management" comes in picture.

Let me repeat the thought propounded by Socrates. He told that "Human wisdom begins with the recognition of one’s own ignorance." Today the No 1 trouble with humankind is that "we don't know what we don't know". Errors happen because we grope in the dark.

In Mahabharat, Yaksha asks questions to Yudhistira - "the entire world is filled with what?". Yudhistira replies, "the tntire world is filled with ignorance".

In the business context, theory of knowledge management should be propounded with still greater earnest however, after recession, it has taken back seat. Knowledge management practices help in repetition of the past mistakes or mistakes committed by other companies. If we avoid repetition of the mistakes, this in itself is a big achievement.



Taking Dinesh's comments further on ignorance, I during my career, came across the following kinds of ignorance which contribueted to poor knowledge levels in the organisation.

1) There are people as Dinesh rightly said, who do not know that they do not know and end up giving wrong direction and decisions.

2) There are also people who do not know that they know and end up giving wrong direction and decisions.

3) There are people who do not know but pretend to be knowing and end up giving worng direction and decisions.

Probably one of the reasons for such poor knowledge levels in the organisation lies in hiring wrong candidates by HR. This again is attributable to the ignorance of operational mangers about the scope of the jobs in their department and the knowledge, traits and skills required to perform the job.I used hear from HR fraternity with whom I used to interact with at workshops and seminars, that operational manager beacuse of their poor knowledge about job requirements, used to hand down improper job descriptions/ profiles with the result when they want a work horse, they end up getting a "cute hare' which is more of ornamental and enteratinment value.Because of this kind of inadequatcies of knowlege in operational staff, the HR might hire a 'BEST' candidate but not a 'RIGHT' candidate.This aginsn contributes to poor knowledg level in the organisation.

The startegy of an individual HR officer/HR Department to prevent such recruitment mishaps, will be to keep asking questions to get at the core requirements of the job so that he/It can hire a 'RIGHT' candidate. In knowledge based industry/business which the modern industry unmistakably is, 'asking questions' is considered as one of the stratgies to enahnce one's knowledge or to supplement the shortahge of it in others.


HR & labour law Advisor

Thanks DVD and Sai.
DVD, our discussion restricts to individual strategies and not organizational ones.
Sai, the points are excellent. Kudos. And the asking questions is a great strategy provided the other person is willing to play the game! For one thing, the other person might feel he is getting 'exposed' and it could turn out to be a nasty political minefield. But it might be possible to play the cards well.
So, now we have two strategies. Can there be any more strategies?
Let us try to understand this further.
I think two articles might be relevant here:
I am sure, these effects can be evaluated with a little bit of system simulation as described in the first white paper. Of course, other options always exist.
I agree with your sattement that asking questions has limitation and will work only when the other person is willing to play the game. You can teach a person but may not make him think always.But you cannot ever make a goat sing.
HR & labour Law advsior
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