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This Concept Map, created with IHMC CmapTools, has information related to: Problems and Solutions, Accelerated transfer is at Current State: wait for experience, or mentor selected individuals, Expertise in the Utilities is in Real world examples, Utilities HR departments have gaps in Examine Performance assessment, Expertise in the Utilities is in Scope issue, Competency-based progression is Not being used, Training bosses are challenges in "Mentoring", Continuous learning organization must be aware of Illusion of understanding, Super experts know sociopolitical / organizational issues and workarounds, Mental models may be about Situations, Most confident are best apt to Present themselves and their data, Retirement may be encouraged by HR policies, Imposed experience may be wrapped up in Dedicated practice, Technical expertise may only be discovered upon Retirement, Mental models show causal relationships, 5 x 5 Matrix 1-5: CLose to retirement 1-5: Critical to business could demonstrate Demand for solutions, Typologies of skills may include Interacting / interdependent systems, "Charlie" was put in a position of & not necessarily comfortable in tasks/roles on the periphery, beyond domain of knowledge / mastery, KM needs mix of People, Train Specialized Content, Corrective action process ???? not anoymous, but shows dirty laundry