human development, social justice and sustainable social systems
Roles and Responsibilities
Why is this important?
Clearly outlined roles and responsibilities empower both staff and management to understand their functions as knowledge workers – be they generators, editors, facilitators, brokers, analysts or knowledge champions. This is true for all organisations, from those with resources and full-time staff dedicated to KM strategy, planning, and implementation, to organisations with none of these in place. In practice, KM responsibilities reside in existing roles that support an organisation’s core ‘business’; therefore, KM responsibilities should be practically integrated into that business (e.g. in job descriptions, induction, objective setting, performance management, and exiting processes). In this way, organisations can support, encourage and manage individuals to play an active part in knowledge processing in line with organisational need and strategy.
Desired Outcomes (linked to the Assessment Tool)
The organisation has a KM framework/strategy/improvement plan, which is:
The organisation has defined roles and responsibilities for KM against standard functions.
The organisation has integrated roles and responsibilities for KM into job descriptions.
The organisation has integrated questions relevant to KM roles and responsibilities into job interviews.
The organisation has integrated KM into its performance management competencies/standards and individual objectives/work plans, as relevant.
All staff understand their role as a KM worker and feel responsible for organisational knowledge.
Staff have the mandate and resources to fulfil their KM responsibilities (NB: This is linked to resourcing under Indicator 1.1).
Examples actions/practices you can implement within your organisation to enable people to be knowledge workers
Meet with Managers / Heads of Functions to probe and articulate the knowledge function(s) of their team within the broader organisation. This will help to define roles and responsibilities for individual team members.
Work with HR to include standard questions in an interview bank which align to the competencies associated with different knowledge functions.
Work with HR to review job descriptions and integrate KM functions into standard roles or reflect existing KM roles and responsibilities which have not been formally acknowledged.
Guidance, Tools and Case Studies from Member Organisations