spurring innovation through global knowledge management at p & g
DESCRIPTION
P & G, Knowledge management, Connect+ Develop ModelTRANSCRIPT
Spurring Innovation through Global Knowledge Management at Procter & Gamble
IntroductionIn 1837 William Procter and James Gamble two Brother-in-laws started their business as partners. As a result an innovative company Procter & Gamble was initiated.
Organization StructureCore Strengths
History
1879first branded product, Ivory Soap.
1946Tide introduced to the US market.
1955Cavity preventive toothpaste Crest is introduced,
1961P&G introduces Pampers, in Germany
1966 Colgate-Palmolive France
Approach to managing knowledge
and innovation
1930 first overseas business in UK
Expand further 1946
Till 1980 R&D center on US
Till 2000 Research hubs in US, Europe, Japan and Latin America
Beginning of the century US operations dominating+ Knowledge
and innovations from it’s subsidiaries and outside of the firm
By CEO A.G.Lafley to change the attitude from it’s resistance to innovative ideas acquired from outside.
Not invented here Proudly found elsewhere
7500 : 7500+1.5million Functional silos eliminated Linkage between
• Problem identification• External knowledge acquisition • Internal knowledge sharing across units • Global exploition of innovations
Connect +Develop
Goal : “Tap into knowledge and ideas outside the company”
Additional aim: To improve sharing knowledge and ideas within the company.
70 senior technology entrepreneurs in 6 regional CONNECT+DEVELOP HUBS.
Web based 21 global communities of practice.
Changes in innovation products
Barriers to Overcome in-order to Harness the Potential of a ‘Connect + Develop’ Model
Sender unit ability and the willingness to share knowledge.
The motivation and the ability of the receiving unit
The mechanism to share knowledge
(Disseminative Capacity )-TRUST-Social status and norms of reciprocity-Firms performance management system-Functional silos
(Absorptive Capacity)-Inter-unit trust and shared cognition
-NIH syndrome
-Expatriates/ Inpatriates -Short term assignment -Web based learning system
Performance management system, compensations and rewards
Strong social networks Strong organizational culture-
knowledge sharing an important shared value
Matching recruits Retention of personnel Mechanisms for utilization of expertise
HR Implications
Curing Not Invented Here syndrome. Design appropriate structural
mechanism Open communities of practice. Regional hubs to scan the environment. Respect knowledge sharing across
Improving link between• Problem identification• External knowledge acquisition • Internal knowledge sharing across units • Global exploitation of innovations- Open network
Lessons for other MNC’s
Presented by:P.G.B.Dharmarathne A/BBA/09/030R.S. Samarasinghe A/BBA/09/115K.G.T.M Deshanthi A/BBA/09/029D.K.D.Madhubhashini A/BBA/09/068
THANK YOU!
Questions ???