People and Processfor Knowledge Management

Master of Science Program in Knowledge Management

k. ChalermponCollege of Arts, Media and Technology

After Action Review(AAR)

is a post-shift team discussion that incorporates and integrates both technical informational and human factors.

AAR◦ Is the primary tool for incorporating the action’s or day’s event

into the learning cycle.◦ Provides a forum for determining the roots of staff performance

success and failures (to provide the developing strategies for mitigating casual factors in the future).

◦ Assists in establishing a common staff perception of the events of the day.

◦ Provides practice for staff communication and for conflict resolution between team members.

◦ Provides a place to establish, emphasize, and reinforce group norms.

After Action Review

Mission-Centered Solution, Inc 2008: Guildlines for AAR

A discussion of a project or an activities that enables the individuals involved to learn for themselves what happens, why it happened, what went well, what needs improvement and what lessons can be learned from the experience. ◦ Is one of openness and learning◦ Is not about problem fixing or allocating blame◦ Lessons learned are not only tacitly shared by the

individual involved, but can be explicitly shared with a wider audience.

After Action Review

NHS National Library for Health: Knowledge Management Specialist Library, 2005

KM learning tool◦ การทบทวนหลักปฏิบติังาน ถือเป็นขัน้ตอนหน่ึงในวงจรการทำางาน

( สามารถทำาได้ทัง้ระหวา่งปฏิบติังาน และหลังปฏิบติังาน) เป็นการ ทบทวนวธิกีารทำางานทัง้ด้านความสำาเรจ็ และปัญหาท่ีเกิดขึ้น ทำาใหเ้กิด

การเรยีนรูร้ะหวา่งทำางาน◦ ไมใ่ชเ่พื่อค้นหาคนท่ีทำาผิดพลาด แต่เป็นการทบทวนเพื่อแลกเปล่ียน

ประสบการณ์ท่ีได้จากการทำางาน เพื่อแก้ปัญหาท่ีเกิดขึ้น ไมใ่หเ้กิด ปัญหานี้ขึ้นอีก และคงวธิกีารท่ีดีอยูแ่ล้วไว้

KM process◦ Capturing knowledge (lessons learned) from group

sharing both during and after an activity or project.◦ Sharing (transferring) knowledge from review and reflect

process

After Action Review

Formal◦ tend to be conducted at the end of project or event

(learning after doing)◦ Take a simple form of meeting

Invite the right people: manager, key members and others such as sponsor, expertise etc.

Create the right climate: trust, openness and commitment to learning.

Appointed a facilitator: to help the team to learn by drawing out answers, insights issues .

Recording the AAR: clear interesting and its learning points, lessons and guidelines

Sharing and learning (distributing) to team and people who might also benefit in the future.

AAR types: formal, informal and individual

Informal◦ Tend to be conducted after a much smaller event

(learning after doing, or following a specific event during a wider project (learning while doing)

◦ Require much less preparation and planning Format is simple and quick (pencil and paper or flip

chart exercise) Personal AARs

◦ A simple matter of personal reflection: reflection on something.

AAR types: formal, informal and individual

What was planned? (To revisit the objectives and deliverables of the project)

◦ What did we set out to do?◦ What did we actually achieve?(The result might write as a flow chart of what happened, identify tasks, decision points to see which were effective or ineffective.)

What really happened?◦ What went well?◦ What could have gone better? = (what went wrong?)(Be looking to build best practice and learning from mistake)

Why did it happened?◦ Start with positive point.◦ Keep asking “why” question.(To get the root of the reason (cause and effect) )

What can we do better next time?(Learn from mistake and also from any aspects related to the projects)◦ What would we do differently next time?

Key question of AAR

AAR’s participants

The Hong Kong Polytechnic University

Timing the AAR

• End of the day• Start of the day• End of assignment• Split format (in case of emergency)

Not treated as performance evaluation Not critiques Not take control and not allow the colleague

to side-track Asking inappropriate questions: close-

ended, leading question Being bias or judgemental early in the

meeting

The points be aware of AAR

Provide constructive, directive actionable feedback Provide a sharing platform on their experience, views,

ideas and to be heard Team members develop a common perspective or

perception regarding the successes or problems that were encountered

Provide more complete knowledge of both the technical and human factors problems that members confront

In case of HKPU◦ Don’t have to be performed at the end of a project or activities◦ Becoming a live learning process in which lessons learned can

be immediately applied (the greatest value)

Benefit of AAR

Mission-centered solutions, Inc, 2008 NHS National Library for Health: Knowledge

Management Specialist Library, 2005 http://gotoknow.org/blog/practice/70276 retrived

about September, 2013 The Hong Kong Polytechnic University PPT, 2013

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