1 draft conclusions for discussion results of the survey of knowledge management practices for...
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Draft Conclusions for Discussion
Results of the survey of knowledge management practices for
ministries/departments/agencies of central government in OECD member
countries
Elsa Pilichowski
Administrator
Public governance and territorial development directorate (GOV) OECD
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INTRODUCTION
• The increasing importance of better managing knowledge for ensuring the best fit of organisations with their environment
• Other tools used to improve organisational adaptivity have complex effects on the management of knowledge
75% of organisations have decentralised authority and created internal networks
2/3 have opened up bureaucratic divisions 2/3 encourage internal mobility and approximately 40% external
mobility 1/3 have increased the percentage of their staff on mobility and
those with flexible status
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Percentage of temporary staff with flexible status
betw een 1 and 3%(34% of org.)
betw een 4 and 5%(10% of org.)
betw een 6 and 10%(19% of org.)
betw een 11 and 20%(12% of org.)
betw een 21 and 30%(9% of org.)
0% of temporary staff
(11% of organisations)
More than 30 %(5% of org.)
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Percentage of staff who left on external mobility in 2001
0%(10%)
btwn 3 & 4%(15%)
btwn 5 & 6%(15%)
btwn 1 & 2%(25%)btwn 7 & 10%
(17%)
btwn 11 & 20%
(11%)
more than 20%(7%)
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KNOWLEDGE MANAGEMENT CREATES HIGH EXPECTATIONS
Very important/important factors motivating the establishment of KM practices
improving work efficiency and productivity
improving transparency, outward sharing of information and releasing information more rapidly
increasing horizontality and decentralisation of authority, promoting lifelong learning, improving relations and trust within ministries and with other ministries
improving the attractiveness of public organisations
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KM HAS BEEN SIGNALLED AS A MANAGEMENT PRIORITY (1)KM as one of the top five internal management priorities
44.8
26.1
21.7
5.8
0
5
10
15
20
25
30
35
40
45
Yes No, but it will certainlybecome a priority in the
next 2 ye
No, but it will probablybecome a priority in the
longer run
No
Good knowledge/information management is one of the top five internal priorities of yourorganisation
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KM HAS BEEN SIGNALLED AS A MANAGEMENT PRIORITY (2)Responsibilities for KM practices
Graph 3: Overall responsibility for knowledge and information management and transfer practices
Information technology team
7%
Special knowledge and information
management unit
15%Top managers
36%
Other
7%
None
19%
Human resources management team
16%
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KM HAS BEEN SIGNALLED AS A MANAGEMENT PRIORITY (3)
Overall KM strategies are being developed:
Half of all organisations have a KM strategy
Almost another half will have one in the next three years
The KM language is used broadly across organisations
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MOST ARE MAKING CONCRETE EFFORTS TO IMPROVE THEIR KM PRACTICES (1)
Personnel development
increased training opportunities
new personnel development practices have not been systematised
KM specific organisational arrangements
central coordination units, quality groups/communities of practices,
knowledge networks, CKO
filing mechanisms, electronic archiving, databases
More initiatives to promote the sharing of K. w/ outside
organisations
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MOST ARE MAKING CONCRETE EFFORTS TO IMPROVE THEIR KM PRACTICES (2)
Information technology/e-government
ICTs and internal knowledge sharing: internal access to basic e-
gvt technologies has been achieved
ICTs and external knowledge sharing
•Stage 1: Information
• Stage 2: Interactive information
•Stage 3: Transactions
•Stage 4: Data sharing
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MOST ARE MAKING CONCRETE EFFORTS TO IMPROVE THEIR KM PRACTICES (3)
The budget picture is more mixed
A minority of organisations have an overall view of how much
KM practices cost
The budget dedicated to KM practices is not going to increase tremendously in the next five years
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THE LIMITS OF ORGANISATIONAL CHANGES (1)
Difficulties of implementation
Rewards for knowledge sharing remain limited
Difficulty in capturing staff undocumented knowledge
Internal resistance to changes
Difficult focus on people matters
Concerns with sensitive and confidential information
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THE LIMITS OF ORGANISATIONAL CHANGES (2)
Negative side effects
Information overload
Wasted time in consultation
Difficulties in using new ICTs
Dilution of responsibilities
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KM PRACTICES HAVE NOT FULFILLED ALL EXPECTATIONS
Perceived increase in efficiency, transpareny and outward focus
Structural changes related to the improved competitiveness of the public employer and the changes to the vertical and silo type of hierarchical structures have not been achieved yet
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KM PRACTICES HAVE NOT FULFILLED ALL EXPECTATIONS
Because:
of the lack of KM practices? KM strategies are too recent?
of the difficulties in implementing KM practices?
of unrealistic expectations?
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AT THE SAME TIME: CULTURAL CHANGES ARE
TAKING PLACE (1)
Staff attitudes have changed
staff now consider K sharing is good for their career
staff make documents available to others more spontaneously+
Managers’ attitudes have changed
spend more time disseminating info to their staff
devolve autority to lower levels
build project teams
Managing knowledge workers
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AT THE SAME TIME: CULTURAL CHANGES ARE TAKING PLACE (2) Increasing reliance on info coming from outside sources
98.4
83 .5
77 .3
59 .2 60 .8
45 .4
77 .2
54 .2
7 4
51.6
60 .1
40 .3
73
41.5
92 .1
71 .7
0
10
20
30
40
50
60
70
80
90
100
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S ystem atic o r o ccas io n a l re lian ce o n in fo rm atio n co m in g from o u ts id e o rg an isa tio n s to d ay and ten years ag o
T oday
10 years a go
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MEASURING EFFORTS AND LEVEL AND QUALITY OF KM PRACTICES
Weak correlation between efforts made at improving KM and perception of results
Countries which rank high on both indicators:
large and relatively well functioning governments; and,
have provided a relatively stable organisational and cultural environment
Sectors which rank high on both indicators:
coordinating role
outward looking
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MEASURING EFFORTS AND LEVEL AND QUALITY OF KM PRACTICES
10
12
14
16
18
20
22
8 10 12 14 16 18 20Perception of level and quality of KM practices, organisational and cultural change
(improving with higher score on the indicator)
Efforts made at improving KM
(increasing with higher score on the indicator)
Pol Bel
Por
Hun
Irl USNor
Kor
Swe
Slo
DenUK
Fin
GerGre
CanFra
Ice
Group 1Group 2
Group 3
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MEASURING EFFORTS AND LEVEL AND QUALITY OF KM PRACTICES
13
14
15
16
17
18
19
13 14 15 16 17
Efforts made at improving KM
(increasing with higher score on the indicator)
Finance
Trade & IndustryJustice
LabourPrime Minister's
OfficeHealth /SocialAffairs Foreign
AffairsEconomy
EducationInterior
StateReform/Public Administration
Group 1Group 2
Group 3
Perception of level and quality of KM practices, organisational and cultural change
(improving with higher score on the indicator)
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POSSIBLE QUESTIONS FOR DISCUSSION
What have been countries experiences with the achievements of better KM practices? How have they changed organisations?
What can realistically be expected of specific KM organisational arrangements? Should KM be better linked to the broader issue of adaptivity?
What is the best supporting environment for improving KM practices?