How knowledge sharing can help you with better recruitments?

If you are an HR manager, you must have faced such moments of self-questioning, if the person you are hiring is good enough for a job or not? Even after so much of research and data analysis, employee recruitment is yet a roller coaster ride for employers.

Enlarged image of a hired candidate among other candidates.

The HR manager has the toughest task to accomplish in an organization and that is talent recruitment. A good hire is the main source behind the positive progress of an organization and its productivity. But, hiring a perfect person for a position could be a very difficult task for employers.

86% of employers say they have hired the wrong person for a particular position. (Source: CareerBuilder)

Even though there aren’t any boundaries to the applicants available for a position, but the difficulty is who is the one with the exact blend of skills you want to see in your prospective hire.

Every recruiter wants to select the best one from the pool of candidates applying for a job. Nowadays for better hirings, the HR managers are following different trends and are coming up with new strategies to make the recruitment process a bit easier such as using recruitment tools, data analytics, luring talents with the help of social media platforms, employees referrals.

According to CareerBuilder, “82% of employers say that employee referrals generate the best ROI.”

In most companies, recruiters give first preference to referrals by employees. This could be the most effective way to get a list of appropriate candidates for a position in your organization. As the existing employees know the organization better and understand the work culture.

Therefore, when an employee refers to a candidate for a position the employers can trust them instead of a third party or direct hirings. But for such referrals, the employees must be aware of the vacancies available in the company. Many managers use intraconnected networks for their organization such as to convey such information in the form of announcements.

Another effective technique HR person can use is collaborative hiring. In this method, the recruitment team works collaboratively with other departments for the new hirings. In working together with the other departments the risk of bad hiring decreases. If a person is to be hired for the creative team, a person from the creative department can better judge the skills for a proper fit.

Most of the time it is a candidate’s call to apply in your organization because for them employer brand matters as much their skills to you. So, to beat this cut-throat competition in the market for picking up the best talent for a firm, you should take in regards, the benefits your organization will provide to the new hires.

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Why and How to Manage Organizational Knowledge

Manager hitting the target (productivity) with the helps of knowledge management as arrow
Target productivity with Knowledge Management

Unbridled knowledge could be a nightmare for any organization. It not only leads to the loss of knowledge but also can lower productivity. Managers keep looking for ways to increase the productivity of the organization’s workforce. They always develop training programs, incentive programs, etc. but always miss this most important factor, management of organizational knowledge.

Over a course of time, any organization and its employees acquire existing and new knowledge such as new methodology, patterns, and innovative ideas which helps the existing and newcomers to understand things easily and work more effectively. 

Why you should manage knowledge?

  • Maximize effectiveness and increase productivity: Well-managed knowledge can be fetched easily whenever a need arises without wasting the time in looking for it.
  • Maintain intellectual capital:
  • When knowledge is managed and shared it can be accessed by other employees in an organization. Thus, the increase in the performance continues even if the individual quits the organization.
  • Increased employee performance continues: The knowledge ones shared and stored in a central repository, the employees can go through it whenever they want and can learn from the experiences of others.

How to manage knowledge?

Knowledge management does not mean putting all your knowledge in one place. It should always include a systematic approach.

  • Gather existing knowledge
  • Canalize the knowledge
  • Create a system to store it
  • Make it available to the right person
  • Adopt a system to capture new knowledge

How to make this process easier?

Knowledge management should be done in a very efficient way, therefore it becomes a hectic task for many organizations. But as the market has evolved, now there are many new ventures that are targeted to manage the knowledge of organizations.

Vneda is such a multi-service provider. Its customers involve corporates, non-profit and government organizations. It manages the knowledge by segregating it in a very systematic manner which is easily available to the right person at the right time. Along with the knowledge management Vneda provides a platform for effective knowledge sharing, employee engagement, employee communication, reward, and recognition, knowledge repositories and corporate library.  It’s a single platform for all these services.

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Top 5 HR Strategies for Effective Employee Relations

Employee relations are basically the relationship between employees and employers of an organization. Every company’s management knows the benefits of good employee relations and always tries to find out some effective methods to build better relations with its employees, the moving cogs of an organization.

There is mayhem of those methods and ways to achieve this target, but even after applying all those techniques you might not be getting the expected results. And the main reason behind this is that you might not be applying those methods in the right manner.

Top 5 HR Strategies for effective employee relations,Blog Banner
Top 5 HR Strategies for Effective Employee Relations

Here are 5 most effective employee relation strategies and the ways to implement them the right way.

Rewards & Recognition

Rewards and recognition are the most adopted methods by HR personnel, used to create better relations with the employees of an organization. But, Employee recognition doesn’t always need to be measured by the number of gifts, vouchers or vacations you give to your employees’.

There is no second opinion about the fact that employee recognition has positive effects on their relations with the employer, but it should be done the right way.

  • Give them real-time recognition
  • Be specific to their work
  • Tell them about their work and behavior that they should continue in the future.
  • Motivate them to achieve company objectives.
  • Give rewards, but according to the work done.

Open door policies

Open door policy simply means keeping the door open for employees’ views and suggestions. Many time hierarchies and close system don’t allow employees to express their views to the upper management. Open door policies help them to do so, and it’s such a good way to minimize the communication gaps between managers and their employees. It not only makes the employees valued and encouraged but also creates a culture of two way and open communication in the organization.

  • Intently listen to employees’ suggestions and feedback.
  • Make them realize that their feedback matters.
  • Try to discuss the problems they are facing in the organization.
  • Deep dive to resolve any issue successfully.

Use of various Communication Channels & Transparency

According to a study performed by Watson Wyatt, businesses with effective communication practices were more than 50 percent more likely to report employee turnover levels below the industry average.

Effective communication is one of the most reliable methods to create new potent employee relations. And one-way communication is never fruitful for any company. Verbal communication is a method to communicate, but it can not replace written communication. Therefore, every important information should be circulated among all the concerned employees in the written form. The latest solution to this communication silo is making announcements, which can be through notice boards or can be posted on the company’s intranet platform such as, where all the employees can access the information easily. Such written communication helps in creating transparency in the organization, instead of only verbal communications.

  • Emails and other collaterals such as annual reports, employee journals are the channels used for better employee communications
  • The agendas, minutes of the meeting, must be circulated among all through emails.
  • Notice boards and Knowledge Sharing Platform should be used for important announcements.

 Celebration of special occasions

According to HuffPost “An average employee spends 1/3rd of their life at the workplace (excluding the extra hours).”

Employees work very hard for their personal and company’s productivity. Therefore, every company’s management should understand not every employee wants to celebrate their special occasions working in the office. Many of them want to celebrate such occasions with their family and friends. Managers are trying to celebrate employees’ birthdays nowadays in the office, but a half-day or a day-off can make them a lot happier. It’s also true that an organization’s work can’t go to halt because of such occasions, but a half-day or one-day complimentary off won’t hurt any growth of the company instead, it would motivate the employee.

  • Try to make it a policy for employees to at least give them a half-day on their birthdays and anniversaries.
  • Give them a day off, whenever they ask for celebrating such occasions.
  • Work from home could also be a solution if there is an emergency or any important deadlines.
  • Give them gift cards/ vouchers in regard to the budget of the company.
  • Schedule work delegation by keeping the calendar and upcoming occasions in mind.

Utilization of Antecedent Experiences

Any company invests so much in its employee training and development. The average training cost per employee is $1,252, according to the Association for Talent Development’s 2016 State of the Industry Report.

Whenever an employee leaves the organization, it takes away the most important experiences and skills. Most managers think that utilization of their experiences can be done by the accomplishment of work by their trained employees, but they can also utilize such experiences by making people share them with their other co-workers. Many employers use Knowledge management and sharing platform such as to provide a common platform for their employees. This not only empowers other employees towards betterment but also make them realize that they can be valued by the organization, even after they are gone.

  • Motivate your employees to share their experiences.
  • Try to provide a knowledge-sharing platform for them.
  • Try to give incentives and reward to encourage them to share their expertise.

Corporate Amnesia: Cause and Cure

Two employees working in an organization yet unable to share and manage company knowledge which leads to Corporate Amnesia
Cause and Cure to Corporate Amnesia

Every manager of any organization is aware of how devastating it is when an employee leaves the organization. Either it is the retirement of Baby boomers or job-hopping of employees from one organization to the next, turnover always affects the productivity of the company.

According to Investopedia Baby Boomers born between 1946 and 1964 are heading into retirement in droves i.e. approximately 10,000 a day.

It not only increases the cost but, also initiates a great loss of corporate memory. First, the organization has to go through the entire hiring process all over again which adds efforts and resources. Second, as the employee left took important knowledge away, the new hirees take more time to understand the culture, work, and methods

51% employees consider new job actively - Gallup

Reason for Corporate Amnesia

When employees leave your organization they take a wealth of organizational knowledge with them. Such heuristics, expertise, and skills are taken away and become unavailable for the new employees hired to fill the vacant position.

This loss of valuable skills and knowledge which couldn’t be captured to utilize is known as Corporate Amnesia. This situation could be very threatening for any organization as this lost and uncaptured data and knowledge can affect employee productivity and efficiency.

Reinventing the Wheel:

When this valuable knowledge is not stored anywhere, every time the newcomers have to start from the beginning. They have to create their own methods and trials. They have to reapply new methods and techniques, which increases the chance of getting things burst much more.

“Global Knowledge Workers Say They Spend 29 Percent of an Average Work Day Searching for Corporate Information to Do Their Job” – JiveSoftware

 Again the knowledge of these employees will remain undocumented and will be lost again because of being virtual in nature. This creates a skill gap among the employees from different generations because the knowledge is not captured and not transferred to others.

Furthermore, not only the documents and methods but the explicit knowledge, i.e. the experiences of employees is also lost when they leave. These antecedent experiences can be utilized for a better understanding of the implementation of procedures by other employees.

The Cure to Corporate Amnesia:

Now is the environment when organizations are much more vulnerable to corporate amnesia than ever before. It’s time to increase the competency of your company. And for this, first, you have realized the value of your organizational resources.

It is difficult to manage such resources, therefore, many HR professionals suggest opting for knowledge management platforms such as Vneda. Knowledge management platforms as Vneda helps organizations in better data storage, sharing, and knowledge management.

Maintenance of the organizational data and knowledge should always remain one of the priorities for every manager. You should introduce such a platform as soon as possible in your organization to beat the corporate amnesia. The transfer and management of all the tacit and explicit knowledge acquired by each employee are important to capture like any other asset in an organization.

How unknowingly your organization is wasting its resources?

Does your organization use different platforms various organizational knowledge sharing and management? If yes, is it easy for you to manage all of them?

The changing work environment and pace have changed the way companies manage their organizational resources. All the 4 kinds of resources, Human, Information, Physical and Financial holds crucial importance in any organization. 

And knowing the value of those resources, there are some amazing platforms on rising. Those platforms help to amplify the efforts in the management of an organization’s resources.

Types of Platforms Used by Organizations for Learning Needs

  • Knowledge Management Platform

Such platforms help corporates to manage and organize their organizational data, information or knowledge which is important for the organization and its employees. Those platforms help in the retrieval and management of a collection of data.

  • Knowledge Sharing Platform

Knowledge sharing platform lets employees of an organization to share their learnings and knowledge with their colleagues and learn from each other’s antecedent experiences on a single common platform.

  • Corporate Learning Platform: 

There are many companies that use Corporate learning platforms to provide effective learning and skill development to their employees. Such platforms give services which involve online learning by providing various kinds of digital content to their users.

  • Employee Communication Platform:

Communication is fuel to the work process and many organizations have realized the value of it and use a communication platform that focuses on real-time peer to peer and top-down transmission of messages and helps work in collaboration.

  • Corporate Library: 

Books are the source of immense knowledge and therefore knowing the relevance many organizations try to build a library for their employees or hire any rental book library platform available in the market. Such libraries are considered as a necessary source of knowledge and information for organizations.

  • Employee Reward & Recognition Platforms:

Employee recognition plays an important part in effective employee engagement. Therefore, nowadays there are platforms used mainly for internal recognition with some reward system. Employees interact with each other to gain redeemable points in return to it.

Problems with independent platforms

Even though these platforms satisfy various needs amazingly, yet there are some inescapable issues that you should really worry about.

  • Management of these platforms

All of these platforms demand Admin control to look for management. But, managing these many platforms becomes a hustle for the admins. Neither the employees like to navigate again and again from one platform to another for each different requirement.

  • User Experience Vary

Using various platforms for different knowledge sharing and management needs doesn’t leave space for better feasibility in the process. The members have to switch one to another platform and not every platform is easy to use or user-friendly. Users have to learn and adapt to different algorithms used by particular platforms.

  • Different Credentials

Each platform has its own sign-in process for secure usage of such learning as well as knowledge sharing and management platforms. But it increases the difficulties for the users to recognize those credentials and fill them, again and again, every time a need arises.

  • Value for money

Companies hire these platforms to systematize the efforts they put in the management of organizational needs and in a way to enhance productivity. But, when companies opt for these individual platforms they have to get separate subscriptions for each of them. This process in a way increases the costs and companies have to spend lots of money instead. 

  • Difficulty in Knowledge Integration

On such platforms, the storage is quite specific to the platform which makes the knowledge unification process difficult for the users. The chunk of knowledge stored on a platform isn’t always accessible by the users on another platform. This creates difficulty in integration whenever it is needed.

How to solve these problems?

Even though there are many drawbacks related to those platforms, using them is a necessity for organizations for different purposes. Therefore, with the evolving technology and day by day increasing options on the market, now managers could explore around to find a better option.

The best option for organizations to fulfill their organizational learning needs in a more optimized way would be a Single Platform for all such needs.

Vneda is one such innovative Single Platform for all the learning and management of any organization. This platform has assorted features, that are helping organizations with integrated corporate learning, knowledge sharing, knowledge management, corporate library all at a single stop.

How Vneda can help your organization?

Vneda provides a hybrid approach for organizations that minimize their efforts in management and maximizes the outcomes of the efforts. Being a single platform along with accomplishing the wide range of learning needs in an organization, it renders effective services for its users at a minimal cost as compared to multiple platforms. 

  • Intra connected network

An intraconnected platform for employees to share their knowledge and views with other colleagues. The employees can share their knowledge with the use of smart knowledge sharing tools given on the platform.

  • Pre-built Knowledge Repository

This platform has its pre-built repository to make the learning easier. This repository includes digital content in the form of articles, podcasts, videos, e-books, courses, and infographics.

  • Cloud-based repository

Vneda’s platform provides two kinds of knowledge repositories for users for making knowledge management more constructive. One is a central repository where the Admin (HR/Manager) can upload the knowledge they want to manage and can share the same with employees as well. Another is a Personal repository where employees can curate unlimited data in a secured manner.

  • Corporate Library

Not only the digital content this platform has its own corporate library with approx 2 lac books in various categories. They give doorstep delivery for any book the users want to read. 

  • Peer to Peer/ Team chats:

Vneda allows users to have internal conversations as well as gives the advantage to create teams to work in collaboration and helps in decreasing the communication gap. The chat not only includes text but the users can share pdf files, images, videos, and audios.   

  • Reward & Recognition:

It uses gamification to make learning more exciting and appealing. Whenever employees interact or create and consume content they gain points, which can be used to buy popular gift cards. Another aspect of this platform is that it focuses on employee recognition by using analytics and represents it on a leaderboard. 

  • Admin Control:

Most organizations worry about the administration of such platforms, for this Vneda allows full control for the Admin. The Manager/HR can see what type of content their employees are consuming, control what they should read, appraise them with the help of leaderboard readings. Admins can easily communicate with their employees or can make any announcements for them.

  • Mobile Application:

Vneda’s services come in both forms as a website and as a mobile application. The mobile application version makes it less complicated and more user-friendly for users to create, share, consume and manage knowledge.

You can easily Book a Demo at to experience Vneda’s knowledge sharing and management platform.

It’s the peak time for organizations to make smart choices. Today is the time of those who change with this dynamic world, can move faster, learn quickly and can adapt more rapidly. Organizations need to take care of their resources in a more efficient and effective manner if they want to be in the race.

Effective Employee Conflict Resolution at the workplace

If you are a leader and managed people you might find yourself in the middle of employee conflict resolution, which was tough to handle. It is every leader’s dream to manage all his/her employee effectively, but it is hard to manage each employee because not every person is the same and some just don’t mesh with others.

Effective Conflict Management

Although the employees are the most important resource in an organization, they can also have a negative impact on the environment and work culture of an organization. Good conflict management propels the productivity of employees and if a conflict is not managed properly, it can be converted into the worst crisis, which affects the image and turnover of any organization.

Companies with a healthy corporate culture report, on average, a turnover rate of just 13.9 percent compared to 48.4 percent at companies with a poor culture. (Columbia University).

Employee conflict management is an essential skill for leaders to run any company. If you are a leader, you need to understand all the underlying cause and resolve them on time because perfunctory efforts won’t help in such situations. A healthy tension among employees will take no time in becoming overly disruptive chaos. An issue converts into conflict and conflict will take no time in becoming a crisis if not handled with care. Therefore, a leader should analyze and try to resolve any emerging issues before it gets worse.

A research study ‘Workplace Conflict and How Businesses Can Harness It to Thrive’ found,

70 percent of employees believe managing conflict is a critically important leadership skill.

Many underlying factors such as lack of engagement among employees, poor communication, low team spirit, unclear job roles, lack of equal opportunities, inadequate training, etc. highly affect the behavior of employees with each other.

54 percent of employees believe managers could handle disputes more effectively by addressing underlying tensions immediately when they surface.

The majority of HR managers suggest using Knowledge Management Platforms to minimize such organizational conflicts. Those platforms help in team-building and better engagement by providing many features such as group discussions, knowledge sharing, skill development, etc. is such a knowledge management platform with expertise assisting corporate in transformative employee engagement for better dispute resolution.

Every employee has a different set of mind and differences in behavior which doesn’t let them easily go along with others. The managers have to keep in mind such differences to resolve any employee issue, as a bad conflict resolution reverberates through the entire work culture of an organization and can affect it adversely.

What makes your employees, to leave your organization?

Did you come across the stats that: the cost to replace a highly talented and trained employee can exceed 200% of their salaries?

Employee Retention

Your investment, training programs, money, time all goes into a pit when an employee leaves your organization. Employees are the driving force behind the success of any organization and when they leave, they take away the most important asset of your company with them, that is they themselves.

Therefore, you should retain your highly trained employees for better development of your organization. But, it is seen that 50% of all organizations face difficulty in retaining their most hardworking and valued employees.

Many research done globally on the employees shows many factors why an employee looks for a change or decides to leave an organization. Such as lack of performance appraisals, no job satisfaction, increased employee conflicts in the organization, no recognition of their work.

According to Get Bridge: 86% of millennials would leave their current position if career development and training were not offered.

Every employee considers the training an employer provides, which helps them to develop existing and new skills. They also look for some appreciation of the work they do for your company. Even the environment of the organization has an impact on employees. They find it hard to trust their team members because they haven’t built such an understanding to work together. And such factors can fuel the decision of an employee to leave an organization.

HR leaders bear a lot of pain and spend lots of time to recruit the right candidates. But, they have to understand the key to better company turnover is satisfied employees.

According to OfficeVibe, 46% of HR personnel say retention is their greatest concern.

And they think that in handling such issues Knowledge Management Platforms play an important role. As at recent times, such platforms offer different tools and features which helps in employee engagement and team-building among employees. is one such reliable knowledge sharing and management platform, which is helping corporates in improving employee communications.

Each existing employee in an organization understands the company culture and tries to work effectively and makes a contribution to your company. To see the continuity in the profit they bring to your table, you must sincerely keep putting dedicated efforts to encourage and motivate them. This will keep them happy and satisfied with your organization and won’t look for a change.

Factors that affect employee productivity

Each organization in any country wants its output higher than the resources they put in. When we talk about resources, a company’s human resource holds the foremost importance among all. The way your employees work shows how your company performs in the market. Employee productivity is one of the most important factors which heavily influences your company’s turnover.

According to The McKinsey Global Institute “Productivity improves by 20–25% in organizations with connected employees.”

The problem arises when there is a dwindling vibe of unproductivity among employees. Your employees either can help you achieve the organization’s objectives better or can halt your profit. Unproductive employees can lead you to the downfall of your company turnover.

It is seen by many professionals that even after many employee training and engagement activities there is a lack of optimal productivity among employees.

There can be many underlying causes those aren’t stipulated for this issue. It isn’t always right that engaged employees are productive employees, but, many times it is seen that the highly engaged employee is also unproductive.

Industry research shows that the productivity of an organization’s employees can be increased by analyzing different aspects of an employee performance and company’s responsibilities towards an employee. The main causes can involve an organization’s work culture, lack of recognition, lack of communication, lack of job satisfaction or there is no scope for growth.

Employees of any organization demand challenges and recognition which can help them improve their skills and make them stay in an organization.

Global studies prove that “Recognition is the number one thing employees say their manager could give them to inspire them to produce great work, that when it comes to inspiring people to be their best at work, nothing else comes close not even higher pay, promotion, autonomy or training.”

Every employee expects some appreciation and recognition for the work they do. Other reason behind any company’s failure could be its lack of communication. Two-way communication is an essential thing to inculcate in your company culture. Encouraging good communication among employees can reduce conflicts and increase team spirit.

“A survey of 400 companies with 100,000 employees each cited an average loss per company of $62.4 million per year because of inadequate communication to and between employees.” (Source: Research Report by David Grossman)

Many HR Personnel believes that using different knowledge management/sharing platforms helps in enhancing the communication system. Such platforms provide different features such as group discussions, announcements, reward & recognition, etc. which helps in better employee communications.

One has to analyze time to time the reasons behind the lack of productivity among employees, check-in with employees and sought out the problem with the help of good communication.

Effectiveness of Knowledge Sharing and Management in increasing employee productivity

Knowledge Sharing and Management Platform
Knowledge Management and Sharing Platform

Running a successful business is every employer’s dream, Organizations emphasize employee engagement and do many things to increase their productivity. With an engaged staff of employees, Organizations achieve higher revenue, boost customer satisfaction, and increase the company’s overall chance of success. The efforts Organizations put in to manage human resources are crucial and a necessity. However, the question to ask is does the level of effort put in give the expected results? Is there still a lack of employee engagement in the Organizations which needs resolving?

Research by Queens School of Business and by the Gallup says: Organizations with low employee engagement scores saw 18% lower productivity, 16% lower profitability, 37% lower job growth, and 65% lower share price over time.

Low employee engagement has diverse effects on both the employees’ performance and organizations health. If the employees are engaged in group communication and collaboration, knowledge sharing among peers and free expression of their views, they feel motivated and engaged.

Employee Engagement Report

There is a burning need to provide knowledge about new tools and techniques to employees be it new or existing. Thus, many HR Managers or L&D experts go for in-house libraries, in-house journals, knowledge repository, activities, and workshops, but very few achieve the desired goals. The main reason is the hustle and the huge level of effort gone in the management of such activities.

Therefore, Knowledge Management and Knowledge Sharing Platform and their industry are on the rise. Such platforms help Organizations in enhancing employee engagement and thereby contributing to increased employee productivity. Knowledge Management and Sharing systems provide organizations and employees an online platform to communicate collaboratively in an interconnected manner. Employees can easily engage with each other and share their experiences, leading to improved working practices and environment.

According to Screen Cloud stats “Employees who feel their voice is heard at work are 4.6 times more likely to feel empowered to perform their best work.”

Employee engagement is not a one-time job, rather it requires continuous effort to be put in to keep your employees engaged and motivated. At the end of the day, motivated and engaged employees who work collaboratively will ensure improved organizational performance. Hence, the need of the hour for organizations, employers and employees who want to grow, learn and work more proficiently is to adopt modern age platforms for knowledge management and sharing.

Does your organization use any Knowledge Sharing or Management platform and how that platform or initiative is helping your organization achieve the goals and desired employee satisfaction?