In every company, there are so-called key positions essential for the company’s successful functioning. These positions describe strategically relevant personnel positions for companies. One of these key positions is the single point of knowledge.
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What are key positions?
All positions are considered necessary in companies, but it has been proven that some roles in companies contribute more to the company’s success than others. These positions are called key positions and should be considered in the context of the knowledge and information associated with this position. Since this specific knowledge is therefore of great importance for the company, a loss of the respective employee can cause an impairment of the company’s success up to paralysis of entire business processes.
This is especially the case if the knowledge and knowledge of this position have yet to be shared in advance. In this case, one speaks of the “single point of knowledge”.
The term single point of knowledge specifically describes that a single person occupies a core position in the company and thus alone has the knowledge required for this position. This person is also responsible for managing and exchanging key information and knowledge. A loss of this position therefore has a negative impact on the company.
An example of a single point of knowledge would be that in a company, there is a failure of a person familiar with a particular system necessary for the company’s operation. For example, this person might be the only IT team member with the knowledge to maintain and repair this system. The company could keep the system operational with this person, resulting in significant downtime.
Through efficient talent management, companies can counteract the potential problems of SPoK, among other things, by introducing knowledge management.
But how exactly do you deal with key positions?
The right handling
An essential aspect of managing key positions in a company is identifying the skills and knowledge required for each post.
Companies should first determine which knowledge is currently and will be required for key positions in the future and then store this data in a requirement profile. The respective positions’ tasks, responsibilities and requirements must also be defined and stored in the requirements profile.
By analysing key positions and their required skills, Skilltree helps companies make it easier to deal with them. . As a result, companies can also determine where skill-gaps exist. And knowledge of their employees and then eliminating them in a targeted manner can improve corporate performance and simplify succession planning in the company.
With a talent management tool like Skilltree, key positions can be managed, and single knowledge points can be identified. Try it here for free.