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 INTRODUCTION
Knowledge management is the process of making relevant
information available quickly and easily for people to use
productively. Information management is the process that
focuses on the acquisition, arrangement, storage, retrieval,
and use of information to produce knowledge. Any successful
knowledge management program will address, as a
minimum, the following concepts and issues:
ï Reuse

ï Sharing

ï Relevance as determined by the customer

ï Training

ï Awareness

ï Customer identification and focus

ï Funding
ï Knowledge management instruments deals with
managing the knowledge of the company·s employees and
policies on diÔerent levels.
ï Knowledge management is important because it
increases the ability of an enterprise to find and act on
the information that its employees already know.
ï To track these information the company uses business
information systems to keep the latest proÀles with the
rated skills in hand.
ï The main areas of application are expert Ànding,
personnel recruitment, personnel development and
project management.
ï Now Nokia HR central is on the task of developing a
knowledge management system for creation of a database
about the HR functions and policies to make the
functioning more quick and efficient.
 6

 

ï To R

 ï Developing and

 
of implementing — do not
HR on too simple tasks have direct return on
and solving the investment.
employees queries faster ï  —  the skill
ï ënormous  can catalogue: data tracked has
be 
through this. to be structured.
ï |ong term benefits ï Tracking and judging the

ï Better competitive needed information.

advantage. ï „R


ness of the data
tracked.
ï ——
R—
of the system
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½ITH Rë ARD TO ITS CONTëNT
ï eaningful structuring of the data

ï eaningful function catalogue

ï Collection of valuable data only

ï Data acquisition and evaluation by self-assessment

½ITH RA ARD TO ITS TëCHNICA| FACTORS

ï Flexible data updating

ï Continuous text Àelds and ability to search for

keywords
ï Time stamp to examine when the data was updated last
ï ëxtensive search functions

ï Simple operability and conÀguration

ï Integration and embedding into the system

environment

½ITH Rë ARD TO ITS OR ANISATIONA| CHAN ë

ï
articipation through increased acceptance and support

ï System introduction through a meaningful procedural

model
ï otivation for the care of the data quality

ï Frequency of the actualization of the data documents

 KNO½|ëD ë ANA ëëNT FëATURëS

ï
luggable security for single sign-on (SSO)

ï Security capabilities of the product

ï ëase of integration to existing databases

ï Configurable federated search

ï
ortal capabilities, for use as intranet

ï Content-management capabilities

ï Overall extensibility of the product

ï ½hether the product required development skills

already present in our organization
 KS FOR HR Dë
ARTëNT - BëNëFITS
ï Since Human Resources department is expected to
work to provide knowledge to organizational personnel
they help in the smooth running of the firm.

ï Reducing the workload of HR department as well as

increasing the efficiency of department by
standardizing HR processes.

ï Through the adequate execution of KS in these

areas, companies may reduce employee turnover,
reduce hiring costs, and improve individual
performance.