Identify knowledge gaps in the company and make the know-how accessible to every employee. U2D Aprenia: The digital platform for independent employee knowledge exchange. Get the decisive edge over the competition.
Knowledge: A valuable resource
In companies, teams often remain among themselves or even form groups in which they collect their knowledge, but hardly exchange ideas with other colleagues.
This often results in silos.
Likewise, due to a lack of communication, employees repeatedly make mistakes that others have already made before.
This not only leads to frustration, but also to a massive loss of time for other, potentially more important projects.
This often results in silos.
Likewise, due to a lack of communication, employees repeatedly make mistakes that others have already made before.
This not only leads to frustration, but also to a massive loss of time for other, potentially more important projects.
Scenario: Employee absence - and nobody knows what to do.
In the context of demographic change and the frequent turnover of personnel, companies have to deal more and more with the question of how they can secure the extensive practical knowledge of their employees, especially when they leave the company.
Modern methods of knowledge management can support companies! Knowledge transfer stands for a structured goal-oriented transmission, in particular of hidden knowledge by knowledge bearers to knowledge recipients.
In the case of organizational or personnel changes, for example, there is often a need for knowledge transfer in crafts, services, etc.
Knowledge transfer is particularly important in the case of complex, less standardized processes with a high level of coordination effort.
If there is no technical handover after an employee has left a company, this can lead to a loss in the quality of services for internal and external customers.
Modern methods of knowledge management can support companies! Knowledge transfer stands for a structured goal-oriented transmission, in particular of hidden knowledge by knowledge bearers to knowledge recipients.
In the case of organizational or personnel changes, for example, there is often a need for knowledge transfer in crafts, services, etc.
Knowledge transfer is particularly important in the case of complex, less standardized processes with a high level of coordination effort.
If there is no technical handover after an employee has left a company, this can lead to a loss in the quality of services for internal and external customers.
A modern knowledge management system makes the difference!
With well thought-out knowledge management in the varied industies, entrepreneurs can gain a decisive advantage over the competition and react quickly, for example if someone from the team drops out and tasks have to be redistributed.
But how do you sensibly record knowledge about tasks, processes or typical errors so that the information is accessible to everyone?
The digitization of business processes has profound effects on the working world of the employees and thus also on the qualification requirements for them.
In order to meet these requirements, there is a need, in addition to other measures to be implemented, to increasingly enable further training and knowledge acquisition for employees close to the workplace.
But how do you sensibly record knowledge about tasks, processes or typical errors so that the information is accessible to everyone?
The digitization of business processes has profound effects on the working world of the employees and thus also on the qualification requirements for them.
In order to meet these requirements, there is a need, in addition to other measures to be implemented, to increasingly enable further training and knowledge acquisition for employees close to the workplace.
The entire company benefits!
Who knows what in the team?
And how can knowledge be put to better use?
Evaluate the competencies of the employees and identify knowledge gaps in the company.
A modern form of a knowledge management system, an LXP, can better organize know-how-transfer in the company and ensure that everyone in the team learns from each other!
And how can knowledge be put to better use?
Evaluate the competencies of the employees and identify knowledge gaps in the company.
A modern form of a knowledge management system, an LXP, can better organize know-how-transfer in the company and ensure that everyone in the team learns from each other!
U2D Aprenia - Independent knowledge transfer of employees
It's better with U2D Aprenia! The Learning Experience Platform (LXP) makes the distributed knowledge of employees accessible to everyone and thus supports effective learning success.
The LXP U2D Aprenia, the intuitive knowledge management system, supports the greatest motivator with the help of modern gamification
: the natural human play instinct. In contrast to a classic learning management system (LMS) , the focus is not on hierarchically structured learning (top-down approach), but on the learner!
The most important business goal is to improve the learning experience.
In order to achieve this strategic goal, the different skills and experiences of learners must be taken into account.
Because people have different ways of learning and different levels of knowledge.
As a result, there are also considerable differences in knowledge within the company, which means that enormous potential is lost.
With U2D Aprenia we support know-how transfer in companies with open learning cultures and offer every type of learning the right format for it.
With the modern LXP, each user can independently share knowledge with colleagues in the form of sparks.
The theory of digital learning is also supported by the study " Employee qualification and knowledge transfer in connection with the digitization of work and business processes ":
"If learning is to be integrated into the work process, the learning content must be designed appropriately. Therefore, we asked the experts about the properties that such learning materials must have.
According to half of the experts (6 out of 12), the learning content should be provided digitally, for example as digital magazines, online learning materials that are made available via the Internet or intranet, such as video tutorials or podcasts.
In digital form, the learning content can be easily distributed and updated to users via their mobile devices or IT applications.
They can be called up independently of time and place, especially when accessed via mobile devices. 3 of the experts emphasize the advantages of multimedia formats .
An example of this is the clear presentation of content using images, videos or animations instead of long texts.
In addition, several forms of perception such as hearing and seeing are addressed simultaneously and thus also different types of learning (named by 2 experts).”
(Source: https://kommunikation-mittelstand.digital/content/uploads/2017/06/Studie-Qualigung-Wissenstransfer -Process Digitization.pdf )
The LXP U2D Aprenia, the intuitive knowledge management system, supports the greatest motivator with the help of modern gamification
: the natural human play instinct. In contrast to a classic learning management system (LMS) , the focus is not on hierarchically structured learning (top-down approach), but on the learner!
The most important business goal is to improve the learning experience.
In order to achieve this strategic goal, the different skills and experiences of learners must be taken into account.
Because people have different ways of learning and different levels of knowledge.
As a result, there are also considerable differences in knowledge within the company, which means that enormous potential is lost.
With U2D Aprenia we support know-how transfer in companies with open learning cultures and offer every type of learning the right format for it.
With the modern LXP, each user can independently share knowledge with colleagues in the form of sparks.
The theory of digital learning is also supported by the study " Employee qualification and knowledge transfer in connection with the digitization of work and business processes ":
"If learning is to be integrated into the work process, the learning content must be designed appropriately. Therefore, we asked the experts about the properties that such learning materials must have.
According to half of the experts (6 out of 12), the learning content should be provided digitally, for example as digital magazines, online learning materials that are made available via the Internet or intranet, such as video tutorials or podcasts.
In digital form, the learning content can be easily distributed and updated to users via their mobile devices or IT applications.
They can be called up independently of time and place, especially when accessed via mobile devices. 3 of the experts emphasize the advantages of multimedia formats .
An example of this is the clear presentation of content using images, videos or animations instead of long texts.
In addition, several forms of perception such as hearing and seeing are addressed simultaneously and thus also different types of learning (named by 2 experts).”
(Source: https://kommunikation-mittelstand.digital/content/uploads/2017/06/Studie-Qualigung-Wissenstransfer -Process Digitization.pdf )
