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      The issues of expertise and qualification are complex multi dimensional issues that can have negative or positive impact on profitability, effectiveness and efficiency.  The complexity in evaluating knowledge, expertise, as well as qualifications can be caused by factors such as lack of uniform standards, subjectivity of particular field, social and cultural norms, as well as the speed of knowledge creation.

      Nevertheless, virtually any solid organization will require some methodology to assess expertise in order to fully take advantage of its impact on organizational effectiveness and efficiency. Hence, in terms of knowledge management, the most basic and fundamental process will be the assessment of individuals as well as overall organizational level of expertise and knowledge.

      Within this purgative, it is vital to emphasize that research should be the first step. In order to maximize the outcome of knowledge and expertise evaluation, research and development are the corner stone’s of successful S.O.P. However, the quest for perfection should not stand in the way of results. Hence, research and development as well as actual implementation should contain sensible aspects that would translate into practical applications.

      A note of caution: there has to be a differentiation in how and why different employees with varying level of responsibilities, duties and job descriptions can and must be evaluated.  This will become more obvious in follow up entries. In the coming days and weeks we will outline explicit procedures which are successfully tested both in academic as well as real world situations.

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