One of the values of knowledge management is to manage people and improve employee satisfaction.
The wave of knowledge management is surging in the global business community. Business leaders hope to improve their intellectual capital, including human capital, relational capital and organizational capital, so as to improve their core competitiveness and promote profit growth.
And knowledge management is actually managing people, and everything is people-oriented. There is no contradiction between the management of knowledge and the management of people in enterprises. People can control information, but information can't lead. The value of knowledge management embodies a very important content-improving the human capital of enterprises, which includes the professional knowledge and skills of employees. One of the most important measures for employees to evaluate their contribution to the enterprise and the value they have gained is employee satisfaction. In human resource management, people often mention the problem of "employee satisfaction". Employee satisfaction is also closely related to enterprise benefits. According to Hewitt's "Best Employer Survey", the average profit rate of companies with 80% employee satisfaction is about 20% higher than that of other companies in the same industry.
The organization of Google's entire enterprise is the future organization predicted by all management masters. It connects the whole company with a strong knowledge system. Employees are free and happy, but also have a sense of purpose and mission. Innovation can happen here at any time, just like ordering pizza by phone. Gao Jianhua, the author of Leaving HP with a Smile, believes that Google's success, its respect for talents and generous training for employees are the only way to win. "Talent is the core of all management work!" He pointed out that many years of work experience made him deeply understand this. Hewlett-Packard Company has an unwritten rule that a good manager must be a good teacher, must be able to give lectures, must actively train employees, and use knowledge management to better serve our employees. The role of managers is to "make clocks" rather than "tell the time", that is, to inspire subordinates to find ways to solve problems, rather than simply telling them how to do it. Complementing each other, HP has always pursued the concept that there will be no satisfied customers without satisfied employees. Therefore, the focus of managers at all levels is to satisfy employees. If employees are not satisfied with the company, it is impossible to expect employees to think of customers from the heart, and thinking of customers is just thinking of the long-term interests of the company. So in HP, as long as a person becomes a manager, his boss will tell him that as a manager, employees are more important than customers from now on.
So what are the main factors that affect employee satisfaction, and how does knowledge management play a role in improving employee satisfaction?
Second, how can knowledge management improve employee satisfaction according to these factors?
1. Benefits: Benefits are an important factor in determining employees' satisfaction with the enterprise. It can not only meet the basic needs of employees' life and work, but also reflect the company's respect for employees' contributions.
In more and more enterprises, wages in welfare benefits are linked to performance, that is, employees with good performance create more value for enterprises and enjoy higher welfare benefits. The ultimate goal of knowledge management is to improve the individual performance of employees, thus improving the performance of the whole team and organization. Knowledge management is to let employees finish their work "more, faster, better and more economically" and create more efficiency at the same time. Through the use of knowledge management and coach leadership, we can give full play to collective advantages, stimulate employees' subjective initiative, and make employees constantly pursue higher goals, so as to make employees pursue personal growth and improve organizational performance.
2. Occupation: The content of the job itself also plays an important role in determining employee satisfaction, among which the two most important aspects affecting satisfaction are job diversification and vocational training.
In an enterprise, every employee must be highly interested in at least part of his work. For employees, some jobs are really boring. Managers can add some jobs that can motivate employees to these jobs. In addition, letting employees leave their fixed jobs for a period of time may improve their creativity and productivity. Managers give affirmation to employees' work performance, and every employee will be grateful. The growth of most employees comes from the development of work, and work will also bring new opportunities for employees to learn and absorb new skills. For most employees, getting new opportunities for expression, learning and growth is the best incentive for the boss.
How to make employees quickly familiar with the new environment, quickly adapt to new jobs, and solve problems with knowledge management to solve "what is work, how to do it, and why to do it!" " .
On the knowledge management platform, the "new employee orientation guide" in the work guide, various indicators of middle-level post ability in the knowledge base, work content, work skills, FAQ, and all kinds of systematic knowledge about new jobs are all in front of you, and the knowledge you want to digest is also readily available. Has employee satisfaction been improved? There is a saying in the human resources market: "A person who knows how to do it can find a job, and a person who knows why will become his boss."
In the all-round knowledge sharing system within McKinsey & Company, no matter which consultant needs help in his work, he can find successful precedents for solving similar problems in the knowledge base within the company, because McKinsey has always been good at summarizing some successful and failed cases and typical application examples for emergencies.
3. Working environment: Good working conditions and working environment greatly affect employees' satisfaction. The employee satisfaction survey examines whether the enterprise is employee-centered in terms of working conditions and environment, and it talks about the degree to which employees participate in and influence decision-making, that is, how strong the sense of ownership is.
If employees regard themselves as valuable contributors and know that they are doing well, they will get many career development opportunities, and they will be more willing to become the "owners" of the enterprise and help the company succeed.
On June 24, 2004, Welch said in Shanghai: "Twenty years ago, even in American companies, the boss was the emperor and the boss was everything; Twenty years later, American business leaders hope to create a more relaxed decision-making environment for companies, and more and more employees and subordinates participate in decision-making. It is very important to let your employees play their greatest potential. " The essence of global excellent enterprises is here, and enterprises in China may wish to learn from it.
Using knowledge management, through various publicity and activities, the corporate culture of "learning, innovation and sharing" is gradually formed in enterprises; Establish a knowledge community, create a positive, open, harmonious and trusting atmosphere, let employees express their opinions on the decision-making of enterprises, let employees really participate in the decision-making of enterprises, and realize the sense of ownership of enterprises.
Thirdly, using knowledge management to improve employee satisfaction is the driving force for enterprise development.
In the era of fierce competition for talents, if enterprises want to attract and retain excellent employees, they must constantly improve their satisfaction and loyalty, and must let employees learn knowledge and grow in this university of enterprises. Leveraging knowledge management can enable employees to constantly update and supplement their knowledge and skills in time, meet their growing demand for knowledge management, and improve and enhance their welfare, career and enterprise environment.
Sustainable knowledge growth can improve the quality of employees and enhance their sense of belonging. Sustainable sense of belonging will bring high satisfaction to employees. "Only satisfied employees will have satisfied customers." When employees are satisfied and customers are satisfied, enterprises will create endless wealth.
;