Embedded Files
From point
From point
A
A
Mature organisations may recognise the situation: someone is an expert, and now he/she is retiring or, simply, leaving. Period for the knowledge transfer is limited to several months.
HR department is charged to recruit a person who can take over, ASAP! This takes effort and time to find a good (expert!) candidate, but such people are not sitting on a bench in waiting. And then, again, time is required for a recruited person to leave his/her previous job, to come in and start learning the new.
Significant share of limited time available for the knowledge transfer is spent in searching for someone who could start the takeover.
Knowledge transfer cannot be executed to its necessary best as remaining time is short.
To point
To point
B
B
Sometimes, organisations do not arrive to find a suitable candidate within foreseen "knowledge transfer" window. Then they would decide to split the knowledge transfer between existing personnel, who are, usually, fully loaded with their current jobs. Most qualified people could not focus on the knowledge transfer. They could not immediately stop their current duties. Therefore, they continue while taking over additional load.
Knowledge transfer cannot be executed to its possible best.
From point
From point
A
A
There is a better solution. Contract our knowledge transfer bridging service.
over the bridge
over the bridge
Our consultant, an expert on its own, will assist you in landing knowledge from your leaving colleague and pass it to a new entrant, over longer period of time.
Our consultant will assist with collecting, retaining, sorting the knowledge, and making it available longer than otherwise it would.
Knowledge transfer can start sooner and last longer, in line with your objectives and situation!
Domains: Security, Payments, IT
To point
To point
B
B
Person or people have more time to accommodate knowledge over extended takeover period.
Google Sites
Report abuse