Strategic Knowledge Measurement and Management

Knowledge and intellectual capital are now recognized as vital resources for organizational survival and competitive advantage. A vast array of knowledge measures has evolved, spanning many disciplines. This chapter reviews knowledge measures focusing on groups of individuals (such as teams, business and organizations), as they reflect the stock or flow of knowledge, as well as enabling processes that enhance knowledge stocks and flows. The chapter emphasizes the importance of organizational value chains, pivotal talent pools and the link between knowledge and competitive success, in understanding the significance of today’s knowledge measures, and opportunities for future research and practice to enhance them

Uncovering convolutional neural network decisions for diagnosing multiple sclerosis on conventional MRI using layer-wise relevance propagation

Machine learning-based imaging diagnostics has recently reached or even superseded the level of clinical experts in several clinical domains. However, classification decisions of a trained machine learning system are typically non-transparent, a major hindrance for clinical integration, error tracking or knowledge discovery. In this study, we present a transparent deep learning framework relying on convolutional neural networks (CNNs) and layer-wise relevance propagation (LRP) for diagnosing multiple sclerosis (MS). MS is commonly diagnosed utilizing a combination of clinical presentation and conventional magnetic resonance imaging (MRI), specifically the occurrence and presentation of white matter lesions in T2-weighted images. We hypothesized that using LRP in a naive predictive model would enable us to uncover relevant image features that a trained CNN uses for decision-making. Since imaging markers in MS are well-established this would enable us to validate the respective CNN model. First, we pre-trained a CNN on MRI data from the Alzheimer's Disease Neuroimaging Initiative (n = 921), afterwards specializing the CNN to discriminate between MS patients and healthy controls (n = 147). Using LRP, we then produced a heatmap for each subject in the holdout set depicting the voxel-wise relevance for a particular classification decision. The resulting CNN model resulted in a balanced accuracy of 87.04% and an area under the curve of 96.08% in a receiver operating characteristic curve. The subsequent LRP visualization revealed that the CNN model focuses indeed on individual lesions, but also incorporates additional information such as lesion location, non-lesional white matter or gray matter areas such as the thalamus, which are established conventional and advanced MRI markers in MS. We conclude that LRP and the proposed framework have the capability to make diagnostic decisions of..

Globalisation of HR at Function Level: Exploring the Issues Through International Recruitment, Selection and Assessment Processes

Much of the debate around convergence-divergence is based around comparative analysis of HR systems. However, we need now to combine these insights with work in the field of IHRM on firm-level motivations to optimise, standardise and export HR models abroad. A series of the changes are being wrought on a range of IHRM functions – recruitment, global staffing, management development and careers, and rewards - by the process of globalisation highlighting the difference between globally standardised, optimised or localised HR processes. This paper reports on a study of firm-level developments in international recruitment, selection and assessment, drawing upon an analysis of four case studies each conducted in a different context. Organisations are building IHRM functions that are shifting from the management of expatriation towards supplementary services to the business aimed at facilitating the globalisation process, and this involves capitalising upon the fragmentation of international employees. As HR realigns itself in response to this process of within-function globalisation (building new alliances with other functions such as marketing and IS) the new activity streams that are being developed and the new roles and skills of the HR function carry important implications for the study of convergence and divergence of IHRM practice. Globalisation at firm level revolves around complexity, and this is evidenced in two ways: first, the range of theory that we have to draw upon, and the competing issues that surface depending on the level of analysis that is adopted; and second, the different picture that might emerge depending upon the level of analysis that is adopted. This paper shows that although the field of IHRM has traditionally drawn upon core theories such as the resource-based view of the firm, relational and social capital, and institutional theory, once the full range of resourcing options now open to IHRM functions are considered, it is evident that we need to incorporate both more micro theory, as well as insights from contingent fields in order to explain some of the new practices that are emerging

Identifying e-Commerce in Enterprises by means of Text Mining and Classification Algorithms

Monitoring specific features of the enterprises, for example, the adoption of e-commerce, is an important and basic task for several economic activities. This type of information is usually obtained by means of surveys, which are costly due to the amount of personnel involved in the task. An automatic detection of this information would allow consistent savings. This can actually be performed by relying on computer engineering, since in general this information is publicly available on-line through the corporate websites. This work describes how to convert the detection of e-commerce into a supervised classification problem, where each record is obtained from the automatic analysis of one corporate website, and the class is the presence or the absence of e-commerce facilities. The automatic generation of similar data records requires the use of several Text Mining phases; in particular we compare six strategies based on the selection of best words and best n-grams. After this, we classify the obtained dataset by means of four classification algorithms: Support Vector Machines; Random Forest; Statistical and Logical Analysis of Data; Logistic Classifier. This turns out to be a difficult case of classification problem. However, after a careful design and set-up of the whole procedure, the results on a practical case of Italian enterprises are encouraging

The antecedents of e-learning adoption within Italian corporate universities: A comparative case study

The implementation of Information and Communication Technologies (ICT) in business education appears to be influenced by a number of organizational issues, such as culture and technological sophistication. However, extant research has had very little to say about the antecedents that shape the adoption and diffusion of ICT across companies. In order to shed light on the phenomenon under investigation, this paper presents a comparative case study between five Italian companies that have instituted a corporate university. By distinguishing companies in typical cases and deviant cases with regard to the extensive use of e-learning technologies, our findings provide some useful insights about the antecedents that make companies more or less prone to employ the new frontiers of technology in their CUs

The Practice of Telecommuting: A Fresh Perspective

Telecommuting has been a popular practice for an increasing number of firms and governmental bodies over the past decade or more. This research paper reviews antecedents, implementation considerations, known consequences, barriers, and recommendations that need to be determined prior to the adoption of telecommuting practices. The paper demonstrates that the phenomenon of telecommuting is the result of historical, sociological, and technological shifts and advancements. While firms have successfully implemented various elements of telecommuting practices, challenges along the way have yielded insights and lessons that merit further examination and discussion. This paper asserts that with selected individuals, proper structure, and sufficient feedback mechanisms in place, the adoption of telecommuting has the capacity to strengthen a firm’s bottom line and provide tangible benefit for its employees. As a case in point, online learning, developed in parallel with the growth of telecommuting, yields substantial benefits for employees and the companies in which they serve. For employees, online learning is convenient, accommodates multiple learning styles, and is an engaging learning mechanism. For corporations, online learning encourages cost-effectiveness, uniformity in quality and flexibility, and enhanced cross-cultural and cross-disciplinary communications, all necessary to meet the challenges of the ever-changing global marketplace.telecommuting; technology; online learning; social media; innovation; institutional learning; cross-cultural communications.

Global Talentship: Toward a Decision Science Connecting Talent to Global Strategic Success

It is widely accepted that global competitive advantage frequently requires managing such complex situations that traditional organization and job structures are simply insufficient. Increasingly, in order to create a flexible and integrated set of decisions that balance local flexibility with global efficiency, organizations must rely on more social, informal and matrix-based shared visions among managers and employees. Research on global strategic advantage, global organizational structures, and even shared mindsets has suggested that dimensions of culture, product and function provide a valuable organizing framework. However, typical decisions about organization structure, HRM practices and talent often remain framed at such a high level as to preclude their solution. We maintain that there is often no logical answer to such questions as, “Should the sales force be local or global?” or “Should product authority rest with the countries or the corporate center?” However, we propose that embedding business processes or value chains within a Culture and Product matrix provides the necessary analytic detail to reveal otherwise elusive solutions. Moreover, by linking this global process matrix to a model that bridges strategy and talent, it is possible to identify global “pivotal talent pools,” and to target organizational and human resource investments toward those talent areas that have the greatest impact on strategic advantage. We demonstrate the Value-Chain, Culture and Product (VCCP) matrix using several examples, and discuss future research and practical implications, particularly for leadership and leadership development

Stakeholders Management in the Indian Construction Industry: Insights into the Approach at Larsen & Toubro’s Construction Division

This case study is comprised of an interview with Dr. Anumolu Ramakrishna, former Deputy Managing Director of Larsen & Toubro Ltd. (L&T), India. Dr. Ramakrishna oversaw the construction of major infrastructure projects and the ensuing expansion of L&T into overseas markets through the formation of international joint ventures. He stressed that the success of these undertakings was largely due to the acknowledgement that one company is simply a microcosm of the global market and without inter-personal collaboration, cooperation, integration of development, mutual understanding, and employment of others’ skills ‒ all in concert with the natural environment ‒ a company’s success will inevitably be compromised and fall short of its goals and objectives