So setzen Sie ein erfolgreiches Buddy-Programm um

Explizites oder kodifiziertes Wissen ist die häufigste Form von Wissen am Arbeitsplatz. Es stellt eine Informationssammlung dar, die hauptsächlich in Dokumentenmanagementsystemen, Wikis oder großen Datenbanken gespeichert sind. Beispiele für explizites Wissen sind Unternehmensrichtlinien, formale Schulungen und viele andere Arten. Explizites Wissen als Eckpfeiler des Onboardings, reicht allein nicht aus, da es nicht auf Erfahrung basiert und den Mitarbeitern nicht die Möglichkeit gibt, direkt von ihren Kollegen zu lernen. In short, explicit or codified knowledge is the most common form of knowledge in the workplace. It represents the collection of information primarily stored within, for example, a document management system, wikis, or large databases. Examples of explicit knowledge include, corporate policies, formal training, among a host of other types. Although the cornerstone of onboarding as we know it, explicit knowledge on its own is not enough as it is not experience based and doesn’t give employees the chance to learn directly from their peers. On the other hand, tacit or implicit knowledge comprises a combination of skills and experiences that can’t be easily processed via, or stored within, a knowledge management system. This is what buddy programs are designed for: allowing employees to exchange their own experiences, best practices and know how. Upon starting a job, new employees need to familiarize themselves with a host of new procedures, methodologies and technologies. A combination of both explicit and implicit knowledge is the best approach to facilitate learning either via the company intranet, learning management system (LMS) or directly from their assigned “Buddies”. With this being said though, the buddy program doesn’t only concern new employees; existing employees can also benefit from the acquired knowledge of new hires which can bring benefits to the entire organization down the line.