KNOWLEDGE WORK MANAGEMENT – THE CONCEPT
Within the discussion about professional training, the term “knowledge work” refers to coping with work tasks which are complex or new at least to the person concerned in professional work. Acknowledge work requires a large variety of information and sound knowledge as a raw material. It generates new knowledge as a product. Davenport’s definition for knowledge work is:
“In our definition, knowledge work’s primary activity is the acquisition, creation, packaging, or application of knowledge. Characterized by variety and exception rather than routine, it is performed by professional or technical workers with a high level of skill and expertise. Knowledge work processes include such activities as research and product development, advertising, education, and professional services like law, accounting, and consulting. We also include management processes such as strategy and planning.”
The Goals and Visions of Knowledge Work and Learning Arrangements
It is necessary for Europe’s enterprises to be more effective and efficient in their work to be more competitive. At the same time the quality of both working life and the working conditions for the employee must not suffer, and these are just some of the aims. So, the main goal is to help to improve working conditions for knowledge and e-workers.
Comprehensive job content.
The job tasks are planned, performed, checked and organised fairly independently by the employees. This makes the tasks attractive and motivating.
KNOWLEDGE PRODUCTS
Knowledge products transfer knowledge from staff and traditional media (like manuals) about “classical” products or service products into multimedia format. So, the added-value lies in supplying all different user groups with information, training and qualification needs. To understand the product at their individual working task. Because products get more and more complex and are designed in short hfecycles they have to be explained.
Content management is the main focus. Two steps are crucial for success of appropriate content management.
- Relevant knowledge resources must be collected, clustered and evaluated.
- There must be a criteria-controlled selection process of relevant knowledge.
INSTANT-QUALIFICATION
Hitherto, employees have primarily been regarded as cost factors by their employers. Nowadays, it is recognised that there is an advantage in employing highly qualified and motivated staff The human resource is the most valuable resource of a company. Human resource management and organisational development grow together and require new concepts to make work more productive and attractive. One possible concept is to enable the employee to learn while fulfilhng working tasks. This means arranging work in a way that provides learning incentives and connects knowledge management with learning by using new technologies.
Listant-Qualification makes training calculable: as it is possible to calculate a specific work task / or additional equipment for a product, it is possible to calculate training “bits” necessary to fulfil this task or to mount the equipment. Listant-Qualification provides e-leaming capabilities to the individual worker directly by the working task in the actual working environment where knowledge-intensive processes take place.
Last word
List ant-Qualification is a means to produce individuahsed/customised products with low training costs. Every specific individual working task has its specific individual training content. It is the combination of knowledge management and learning in one real-time system. Learning is integrated into a real-life working process by using new technologies to fulfil the working task effectively. The provision of content and knowledge is contextbased. Both content and knowledge can be used intuitively, an instruction is not necessary. So quality of work increases because there is a high level of transparency of content and knowledge. Qualification is also calculable.
