| Document Type
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BL
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| Record Number
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955265
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| Doc. No
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b709635
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| Main Entry
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Ball, Ken.
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| Title & Author
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Surviving the baby boomer exodus : : capturing knowledge for Gen X and Gen Y employees /\ Ken Ball and Gina Gotsill.
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| Publication Statement
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Boston, Mass. :: Course Technology,, ©2011.
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| Page. NO
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1 online resource (xvii, 270 pages) :: illustrations
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| ISBN
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1435456092
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: 9781435456099
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1435455126
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9781435455122
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| Bibliographies/Indexes
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Includes bibliographical references (pages 255-258) and index.
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| Contents
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Machine generated contents note: ch. 1 When Boomer Brains Walk -- Impending Retirements Raise Tough Questions -- Why Act Now? -- Taking Time to Transfer Knowledge -- Seeing Opportunity in a Slumping Economy -- Why Should Organizations Transfer Knowledge? -- Playing the Numbers Game -- When Will They Retire? -- There Is No Crystal Ball -- Taking the First Step -- ch. 2 Defining the Generations -- Who are the Boomers? -- Boomer Characteristics -- Boomer Cross-Generational Dynamics -- How Boomers Learn Best -- Small and Mighty: Generation X -- Generation X Characteristics -- Gen X Cross-Generational Dynamics -- How They Learn Best -- Pushing the Envelope: Generation Y -- Gen Y Characteristics -- Gen Y Cross-Generational Dynamics -- How They Learn Best -- What Do All Three Generations Have in Common? -- How Can Understanding Generational Differences Help Knowledge Transfer? -- Remember the Recipient -- ch. 3 Knowledge in the Workplace -- Data -- Diamonds in the Rough.
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Note continued: Elements of a Project Charter -- Section 1 Project Overview -- Section 2 Project Authority and Milestones -- Section 3 Project Organization -- The Law and Analysis -- Testing the Waters -- Communications Makes an Appearance -- Methods for Communicating in the Early Stages -- Building a Knowledge Council -- More than a Snapshot -- Demand Forecast -- The "What" and the "How" -- Supply Analysis -- See Today, Project Tomorrow -- Gap Analysis -- Comparing Demand and Supply -- Audience Analysis -- A Profile of Recipients -- Supplements to Workforce Planning Analysis -- Social Network Analysis -- Who Talks to Whom? -- The Goal of Planning and Analysis -- ch. 6 Knowledge Retention by Design -- What Kind of Knowledge to Transfer? -- Follow the Needs of Your Audience -- The Method Behind Mentoring -- Many Reasons to Choose Mentoring -- Making Time for Mentoring -- The Nature of the Informal Mentoring Relationship -- Informal Versus Formal Mentoring.
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Note continued: Information -- Give Data Some Shape -- Knowledge -- Transforming Data and Information -- Explicit Knowledge -- It's on the Shelf -- Implicit Knowledge -- It's Still in Your Head -- Tacit Knowledge -- Too Deep to Articulate? -- The Debate over Tacit Knowledge -- Other Types of Knowledge -- Declarative and Procedural Knowledge -- Political Knowledge -- Cultural Knowledge -- Knowledge Within Your Organization -- Where Does Knowledge Management Fit? -- Looking Back, Looking Forward -- "There Has to Be a Need" -- Barriers to Knowledge Transfer ... and Solutions -- Culture and Attitudes -- Going Forward -- ch. 4 Trouble on the Horizon as Boomers Step Away -- The Pain Behind the Numbers -- Oil and Gas -- Boom or Bust -- Utilities -- A Perfect Storm -- Manufacturing -- Partly Cloudy Weather Ahead -- The Future in Focus -- ch. 5 Boarding the Knowledge Train -- Planning for Tomorrow -- The Business Case for Knowledge Retention -- Building a Project Charter.
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Note continued: Let Yourself Be Surprised -- ch. 8 Rolling Out Your Knowledge Transfer Program -- Linking the Program to Staff Goals -- Keeping a Watchful Eye -- Managing Risk -- Managing Momentum -- Next Steps for Knowledge Transfer -- Asking Your Audience What They Need -- Communications and Implementation -- Overcoming Challenges -- Spread the Work and Opportunities Around -- ch. 9 A Long View of Evaluation -- Reasons Why Organizations Don't Evaluate -- Make Metrics a Priority -- Use Data to Evaluate Success -- If You Skip a Step -- Specific Evaluation Methods -- The Value of Numbers, Stories, and Graphics -- Since We're Talking ROI -- ch. 10 Nurturing a Knowledge Culture -- New Management Style Eases the Shift -- Who's the Customer? -- Rewriting the Job Description -- The Generational Factor -- Making the Change -- Senior Leadership Support -- Communications and Recognition -- Training -- Measurement -- A Sound Investment -- Bibliography -- Books.
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Note continued: Making Mentoring Work -- Should Supervisors Serve as Mentors? -- Setting Goals and Objectives for Formal Mentoring -- Use Training to Set the Stage -- Helping Mentees Articulate Their Needs -- Social Networks and Social Media -- Motorola Paves the Way -- Cerner Corp. Creates New Connections -- Crossing the Generation Gap Barrier -- Creating a Social Media Network for Everyone -- Communities of Practice -- Mapping CoPs to Business Goals -- No Two Commmunities are Alike -- Designing a Community of Practice -- Identify the Audience -- Design and Plan -- Pilot -- Go-Live -- Expand and Sustain -- Storytelling -- What is a Story? -- The Multi-Faceted Art of Storytelling -- Practical Use of Stories -- Storytelling Structure -- After Action Reviews -- Planning -- Preparing -- Conducting -- Following-Up -- The Design Document -- ch. 7 Ready, Set, Develop! -- The Value of the Pilot -- Develop a Pilot -- Communications and Development -- Your Thoughts, Please.
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| Abstract
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"This book examines the phenomenon of the "knowledge vacuum" that is occurring in the business world as experienced Baby Boomers retire or leave the workplace and take with them their soft skills, practical knowledge, and business acumen. By examining various aspects of this phenomenon the authors provide a practical guide for capturing and retaining Baby Boomers' advanced skills and expertise before they retire so that knowledge can be transferred to Gen X and Y employees. This book examines methods for assessing a company's knowledge gaps and creating a knowledge transfer and storage plan. Readers will find scenarios, case studies, tips, templates and checklists that will help managers capture and retain intellectual capital as Baby Boomers leave the workplace"--Resource description page.
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| Subject
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Baby boom generation-- Retirement.
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Generation X-- Employment.
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Generation Y-- Employment.
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Intellectual capital.
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Baby boom generation-- Retirement.
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Generation X-- Employment.
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| Subject
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Intellectual capital.
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| Dewey Classification
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658.4/038
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| LC Classification
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HD6280.B344 2011
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| Added Entry
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Gotsill, Gina.
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