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the organization needs improvement They are most effective organization retains a portion of the leaver146s Knowledge Solutions usefultrainingemployeeorganizationPreparationFacetoface interacti ID: 953828

adb knowledge exit development knowledge adb development exit author solutions training organization source departing employee unit based interview important




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Knowledge Solutions the organization needs improvement. They are most effective organization retains a portion of the leaver’s Knowledge Solutions usefultrainingemployeeorganizationPreparationFace-to-face interactions are central to exit interviews. The management of the exit interview process must be accessesemployee’sstaff.participatoryparting employee’s notice period. This requires a review of key tasks, drawing from the original terms of reference of the departing employee. For explicit knowledge, the departing employee should move relevant library.Ideally,organizeof notes for the successor. For important tacit knowledge, activity-based knowledge mapping could prove useful, providing a framework for con

versations about how key activities are undertaken, what inputs and outputs are involved, or what obstacles and bottlenecks might exist. Internal and external networks and other Last WordsThe last words of departing employees can provide valuable insights into corporate culture, dysfunctions, and opportunities to do better. It is important to listen carefully during an exit interview, track answers, and look for long-term trends. But it is even more important to act on the information received to correct mistakes or Figure: Activity-Based Mapping TemplateTask/ProcessTools and SystemsOrganizational and Source: Author. Conducting Exit Interviews3 Table: Exit Interview Questionnaire Type of contract:If employment, how wi

ll your new job differ from your Were the purpose and expected results of your position clear Was the training you received in the unit adequate to enable you be offering?effectivein the organization? taff.Source: Author. Knowledge Solutions 4 What was satisfying during your time in the unit? What was frustrating?Were you inducted adequately for your role(s)?Training and DevelopmentWhat training and development would you have liked or needed that you did not receive and what effect What can you say about the way your performance was measured and the feedback on your performance Working ConditionsWhat can you say about the way you were managed? On a day-to-day basis? On a month-to-month Knowledge TransferWouldsuccessor,W

hat can the unit do to enable you to pass on as much of your knowledge as possible to your replacement Source: Author. Conducting Exit Interviews5 Contact Olivier Serrat, Head of the Knowledge Management Center, Regional and Sustainable Development Department, Asian Development Bank ADB, based in Manila, is dedicated to reducing poverty in the Asia and Pacific region through inclusive economic growth, environmentally sustainable growth, and regional integration. Established in 1966, it is owned by 67 members—48 from the region. In 2007, it approved $10.1 billion of loans, $673 million of grant projects, and technical assistance amounting to $243 million. Knowledge Solutions are handy, quick reference guides to too

ls, methods, and approaches that propel development forward and enhance its effects. They are offered as resources to ADB staff. They may also appeal to the development community and people having The views expressed in this publication are those of the author and do not necessarily reflect the views and policies of the Asian Development Bank (ADB) or its Board of Governors or the governments they represent. ADB encourages printing or copying information exclusively for personal and noncommercial use with proper acknowledgment of ADB. Users are restricted from reselling, redistributing, or creating derivative works for commercial purposes Tel +63 2 632 4444Fax +63 2 636 2444knowledge@adb.org www.adb.org/knowledgesolutio