Who is a Global Knowledge Management Consultant?

In light of the rapid growth, organisations recognise the crucial role that knowledge management plays in driving organisational success. There is a clear necessity to establish a dedicated position that would oversee global knowledge management processes. This article outlines the key structures, responsibilities and qualifications of a Global Knowledge Management Consultant within a company.

Reporting Structures

Knowledge management means different things for different departments. Thus, the appointed Global Knowledge Management Consultant shall report directly to the Human Resources (HR) director and director of Information Technology (IT). This will strike the balance between structural knowledge management of storing and retrieving information, common among IT specialists, and a more discovering and collaborating approach dominant among HR professionals. This dual reporting structure ensures alignment with strategic HR initiatives regarding talent development and knowledge sharing, while also considering IT infrastructure and systems for effective communication and distribution.

Key Responsibilities

To successfully implement the role of Global Knowledge Management Consultant an individual shall recognise the importance of adopting an objective perspective on knowledge storing. Capturing available explicit knowledge refers to information that can be easily codified and explained to others and is a crucial practice that affects organisational performance. By identifying and coding key organisational procedures, such as production line processes, organisations can develop, or enhance existing, training initiatives. Not only this would raise the overall productivity baseline but also allow for more time and cost-effective recruitment processes. Additionally, it would democratise the knowledge within the organisation by reducing knowledge hoarding. This refers to instances when a single individual holds key knowledge that makes an organisation highly dependent on that person. By managing to code and distribute said knowledge, the organisation becomes independent and makes the employee replacement process easier.

Further responsibility is promoting an interpersonal knowledge-sharing culture within the organisation. Tacit knowledge is a crucial component in organisational innovation. Unlike explicit knowledge, tacit knowledge is too complex to record into systems for wider use. However, by collaborating individuals can pass said knowledge to each other. By enabling individuals to share personal experiences, they can find new ways to improve their on-task efficiency increasing organisational performance as a whole. This process is especially important within talent departments that make a major difference in organisational performance, such as marketing and research.

Last, but not least, the Global Knowledge Management Consultant shall foster organisational learning. Part of organisational learning is double-loop learning. Double-loop learning refers to the practice of questioning already existing norms and goals that shape organisational behaviour. It is a crucial process of evaluating fundamental beliefs to achieve a sustainable change. Being responsible for it means that an individual would have to lead meetings, and initiatives, that foster innovation and search for more appropriate targets. It is worth mentioning, that such meetings would not be conducted daily but instead periodically or urgently in response to emergencies. It is especially relevant in the modern market where there is constant change driven by emerging trends and newly enforced laws. While it may appear as a straightforward responsibility, it requires great communication between multiple departments and a range of employees. Finding a solution that aligns with overall organisation objectives and values while also adapting to ever-changing environments.

Conclusion

The creation of the Global Knowledge Management Consultant position underscores organisations’ commitment to harnessing the collective intelligence of their workforce to drive sustainable growth and innovation. By appointing a dedicated professional to oversee knowledge management initiatives, companies will be better equipped to leverage their rich reservoir of expertise and insights for strategic advantage.