I was doing some research on videoconferencing for another class and you know, I think it would be a great idea to somehow record our days and experiences and cut up all the relevant parts and post them on a blog, or rather a vlog (video log). As its name suggests, its a type of blog where you post videos instead. Employees can search through the videos for a step by step approach on how to do something. Whether it be how to prepare a project management document, or how to create a blog! I think as humans we learn from practice and visualizing. At least i do! If I had the option of learning how to use MSProject for example through a text or through a video, I would without a doubt resort to the video (assuming both are of good quality).
This I think ties in with the topic of corporate amnesia. The definition of corporate amnesia is what happens when businesses or organizations basically loose their memory of how to do things as a result of increased employee mobility leading to the loss of employees along with valuable knowledge stored in their minds. A way to solve this problem would be to use vlogs.
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This is actually something I would like to do at my job this summer. I will maybe start up an above-ground swimming pool team in the company, and I'd like to film everything is done during the installation. At first, I was thinking of doing this for advertising purposes (you film during the 4-5hrs of installation, from a fixed point, and then you make the film 5-10, or even 2 minutes, so you see everything in fast forward...), but we could really use those videos to show new employees what's the job like, so they have an idea of what they're gonna do.
You know, when you search for a job, often you apply without really knowing what you're going to do before you actually get to do it. Training videos, for technical/manual jobs should be more valued and used I guess, since now they can be made even more available through websites, and not only on a videotape...
I actually didn't think of it from an applicant's point of view. This whole time I had the idea of it being private and used only within the corporation.
I guess by allowing access to certain videos that will not jeopardize the future of the company, will be beneficial to recent graduates. HR will no longer have to sift through applicants who once believed they wanted that type of job but either went through the interview process and rejected the offer or was eventually cut-off and labeled not a fit with company culture or ultimately stayed with the company unwillingly until their contract was over, forcing HR to find a replacement.
Very interesting perspective Jean-Michel!
I was reading your post on Bell and for some reason wasn't able to post my comment so here it is:
You know, this is actually very interesting. There is definitely a missing link somewhere in the chain. What they need is a link between two different departments. One department that deals with the finances and billing, and the other deals with customers. They are not communicating with each other and hence creating a never-ending loop until an internal employee catches the issue and takes the initiative to fix it. They won'trun after you if they owe YOU money. If you had owed them that $23 , they would have started charging you interest and sent you letters TWICE, not just once a month.
This reminds me of Dominos pizza. I think they have great customer service and I think that is mainly thanks to their system that manages their information. They know when it was the last time i ordered from them. If I don't order from them for more than a month, I get a coupon in the mail saying, we haven't heard from you in a while, here's a complimentary coupon or whatever. And of course this makes me feel special because they know i haven't ordered, to me it feels like they care (they obviously don't but it makes me feel special anyway) and so what do I end up doing, I actually use the coupon, I save a couple of dollars and they still receive some money and better yet, they have reminded me of they're good service, encouraging me to order once again. All this thanks to knowledge management.
New book that addresses corporate amnesia
Title: Knowledge Management: Begging for a Bigger Role
Publisher: Business Expert Press.
http://www.businessexpertpress.com/node/31
E-book Price: $15.00
In Stock Date: December 15, 2008.
Year of Copyright: 2008.
Number of Pages: 100.
E-book ISBN-13: 978-1-60649-020-4.
E-book ISBN-10: 1-60649-020-6.
URL: http://www.businessexpertpress.com/node/70
Outline:
Conceived just 15 years ago, Knowledge Management (KM) is perhaps the single business discipline about which managers know least. Having spent pots of money investing in the creation of corporate knowledge, the benefits are still marginal.
Now that the boom times are temporarily over, it is perhaps timely that KM can be more fully exploited for it conceals an application indispensable for the foreseeable struggle ahead. Recessions conventionally mean drawing in one’s horns but what if there was another way through the minefield? The neglected KM application this tract will address is the late Peter Drucker’s declared crisis of productivity, his belief being that businesses and other types of organization are largely wasteful in their production. Based on his two books on the subject, this author will uphold the extent of Drucker’s alert (managers, for example, are turning in productivity growth scores lower than before formal mass business education was introduced) and outline how, through two misconceived and under-exploited processes of KM, employers can learn to work more efficiently.
The processes are the better management of their Organizational Memory (OM) and employer-instigated Experiential Learning which, together, can reduce the pandemic of repeated mistakes, re-invented wheels and other unlearned lessons that litter many parts of modern industry and commerce. All aided and abetted by the perceived champion of the workplace, the flexible labor market, which has introduced to industry and commerce the phenomenon of conveyer-belt jobs discontinuity and associated corporate amnesia, the two most corrosive components to good decision-making. Addressing the limitations of conventional approaches, it takes KM to the next level.
Author Biography:
Arnold Kransdorff was the first to identify the phenomenon of corporate amnesia in the early 1980s, soon after the flexible labor market started to make a significant impact on jobs tenure. His first book on the subject (“Corporate Amnesia”, Butterworth Heinemann, 1998) was short listed for the UK’s “Management Book of the Year” in 1999 and selected as one of 800 titles worldwide to launch Microsoft Reader eBooks program in 2000. His second book (“Corporate DNA”, Gower, 2006) expanded the subject to explain how organizations could help their transient managers apply captured knowledge and experience in the cause of better decision-making.
An expert practitioner in Knowledge Management and the leading authority on the consequences of the flexible labor market, his unique speciality is the management of Organizational Memory (OM), the institution-specific know-how accrued from experience that characterises any organization's ability to perform. His work is widely published in academic journals, trade journals and the national press. He has project managed and edited more than a dozen corporate histories, the most efficient vehicle for capturing long-term OM, and pioneered the development of oral debriefings, the equally efficient verbal vehicle to capture short- and medium-term OM. A former financial analyst and industrial commentator for the Financial Times in London, he has won several national and international awards, among them Industrial Feature Writer of the Year (1981) and an Award of Excellence (1997) from Anbar Management Intelligence, the world's leading guide in management journal literature. He has co-supervised a US doctoral thesis on OM, is a guest lecturer at many UK and overseas business schools and a regular speaker at international business conferences. He has assisted in the Royal Society for the encouragement of Arts, Manufactures and Commerce's Inquiry on “Tomorrow's Company”, the Economic and Social Research Council -commissioned study on “Management Research”, the Confederation of British Industry's deliberations on “Flexible Labour Markets” and the Washington, DC-based Corporate Leadership Council’s study on “New Tools for Managing Workforce Stability”.
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