Selecting, Developing, Managing and Retaining Knowledge Workers

1060 Words5 Pages
Do HR departments have the right strategies to select, develop, manage and retain knowledge workers? As Peter Drucker recently quoted, the new knowledge economy will rely heavily on knowledge workers who are not, as a rule, much better paid than traditional skilled workers but also see themselves as professionals. Knowledge technologists are likely to become the dominant social and perhaps, political force over the next decades. Thus, it is very important to have the right strategies in place to select, develop, manage and retain knowledge workers. But before we proceed to analyze if HR departments do have these strategies, we need to understand what the term ‘knowledge workers’ means. A knowledge worker is one who works primarily with…show more content…
A good retention strategy should address issues such as: support in the workplace, progression, opportunities for development, remuneration, working time, and flexible working. The focus should be on retaining existing talent and keeping the available organizational knowledge intact rather than searching for new talents. The key to success will be the integration of training and development within the retention strategy. Training and development provides the means of supporting staff to operate effectively and enabling staff to access the opportunities provided by the retention strategy. Levels of remuneration and flexible working will signal the right environment but it is through using training and development as a mechanism to demonstrate investment in employees on an on-going basis that will turn an organizational commitment into a reality. The techniques and processes that help new hires learn quickly are also the techniques and processes that help retain organizational knowledge. Knowledge sharing techniques such as communities of practice, mentoring, lunch and learn sessions, business process maps, expertise directories of staff are just as useful for

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