Codified & Personalization strategies how they are applied in knowledge management

Codification Strategy and personalization stratergy and how the are applied in knowledge management

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Comment by Kian Abolfazlian on September 13, 2010 at 7:14pm
Hi Bonolo

I suppose that your question on Codification and Personalization methodologies for KM is related to Nonaka & Takeuchi’s SECI framework for KM. The Codification is very much related to the Knowledge Capture (mostly: Socialization + Externalization + Combination) while the Personalization is mostly related to Knowledge Transfer/Sharing (mostly: Combination + Internalization + Socialization).

If you look at knowledge (or more appropriately Knowing) as the Agent’s (e.g. employee’s) ability to perform a specific task in a specific context, then the Codification is concentrated in defining “the ability to perform”, “task”, “context” and the process itself. Especially here, you would like to achieve some standardization, so the Codified knowledge can be used systematically by others. You can use standard methodologies used for e.g. BPI here. So you document the abovementioned (using the output of sample employees who supposedly posses that particular knowledge) and refine as well as standardize it by, among others, peer review. This results usually to a sample of Knowledge products. Here you can use ICT, with great benefit, in both the standardization of the process as well as the presentation, access and distribution of the Knowledge products.

In the case of personalization, you usually take several actions. Firstly, you must put the new employees (who supposedly do not posses that particular knowledge) use your knowledge products (with automatic/personal supervision) and measure the output by the performance indicators, which you get in the Codification phase, to supposedly get the internalization level. But the personalization should also be followed by (among others):

1) The ability of the new employee to contribute to the refinement of the Codified knowledge (e.g. by refining the best practices indicators, knowledge definition, other Knowledge products etc)

2) The ability of the employee to perform the same task in different context

3) The ability of the employee to perform related tasks in the same context

Now, (2) & (3) have the same character as the one where you put the new employee to perform the task (using the Knowledge products). The (3) is usually done by letting the new employee review the Knowledge Products and give you his/her feedback, and you follow it by getting him/her to participate in related CoPs.

It is important to notice that, the Personalization process requires changes in the performance management practices, so they are more focused on control+develop than the control+punish.

I hope this will help.

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