Sometimes Change is Inevitable!! Source:

Where is the POWER? Power for Change Learning & Training Knowledge Sharing Culture Diminishing Budget Rising Public Expectation Policing Accountability Effectiveness & Efficiency

Knowledge Management Managing Knowledge Assets Providing Learning Opportunity Inculcating a Knowledge Sharing Culture Harnessing the Power

Amendments in paper form Manuals and Rule Books KM Strategy (I)

Primary Secondary Personalization Individual knowledge Force culture Codification Rules and regulations are important Manuals and orders can be codified Knowledge can be reused With a robust IT infrastructure as an enabler Retrieve and Store easily KM Strategy (II)

Phases I & II - capturing all codified knowledge Organisational Knowledge – knowledge of the Force & developed thro’ experience Team / Unit Knowledge – knowledge built thro’ experience of units & teams w/i the Force Phase III - make available on-line less accessible knowledge Phase IV will encourage individuals : To contribute where they see gaps To share insights from private study, overseas visits and study courses Phase V To encourage units & teams to incorporate learning practices into their work routines To make use of the on- line facilities for collaboration Phases I & II Phase III Phase IV Phase V By 2007 Under review Implementation Plan

Continuous Transformation Early Win Phased Plan

Commitment from Top Management –Strategic Directive Group (SDG) –Commissioner Rank Officer (CRO) –Strategic Action Plan (SAP) Buy-in from front-line officer –Focus groups –Needs assessment Sponsor

Knowledge Management Committees –KM Coordinating Committee –KM Project Committees –Working Groups Implementer –Service Quality Wing –Training Wing –Information Technology Branch Structure

Peer Assist (ANGEL) Good Practice Repository (PEAK) Communities of Practice (Collaboration Forum) Knowledge Portal (POWER) Styles eLearning Package

POWERPOlice Working Experience Repository (POWER) Objectives –Manage Force explicit knowledge –Integration of POINT, KM Portal and the Learning Portal –Platform for accumulating, sharing and disseminating knowledge Modules –Content Management –Navigation –Search Engine –My Briefcase POWER

PEAKP ractices and E xperience A cquisition K iosk (PEAK) Objective : Benchmarking of both good and bad practices Sources Inspection Report Smart Tips Service Quality Award Other good practices e.g. wash-up notes Enhancement Project PEAK

Actual Cost AdvisoryNet—Gets Expertise Leveraged Objective Provide a network for knowledge sharing Subject Areas—Needs Operation Mechanism Enhancement Projects ANGEL

Collaboration Forums Objectives –groups of officers with similar responsibilities –Stimulate ideas –Share knowledge & experience CoP Enhancement Project –Formal appointment of moderator/deputy moderator –Recognition –Auto-notification CoPs

Situation Limited Awareness about KM Objective Enhance the awareness of Knowledge Management among Force members Learn how to apply KM tools in their daily work Inculcate a sharing & learning culture in the Force Content : KM concept and Theories 6 scenarios (3 for frontline operational officers and 3 for management) KM Frequently Asked Questions Useful reference links & book lists KM related quizzes eLearning

S hare Knowledge through KM Portal H arvest and Generate Policing Knowledge from Processes A ccess Organized Force Knowledge R euse and Leverage Force Knowledge E mbrace a Knowledge Sharing Culture Shared Value Knowledge Dissemination and Technology Knowledge Creation and Process Content Knowledge Utilization People

Measurement matrix still developing Quantitative –Usage rate of KM Portal –Hit rate of eLearning Package –Online survey Qualitative –Comments received Success Measurement

Always align KM strategy with core business Think Big but Start Small Structured change management plan Break down silo mentality Create incentive Avoid jargons Marry KM with culture Lessons Learnt

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