Question

Brief Introduction

Suppose that you are an analyst for the ABC Company, a large consulting firm with offices around the world. The company wants to build a new knowledge management system that can identify and track the expertise of individual consultants anywhere in the world on the basis of their education and the various consulting projects on which they have worked. Assume that this is a new idea that has never before been attempted in ABC or elsewhere. ABC has an international network, but the offices in each country may use somewhat different hardware and software. ABC management wants the system up and running within a year.

Action Items

Given the situation, what methodology would you recommend that ABC Company use? Why?

Please, Please, Please and Please…

1. I need new and unique answers, please. (Use your own words, don't copy and paste, even when you answer like theses answers before.)

2. Please Use your keyboard to answer my Questions. (Don't use handwriting)

3. Please and please i need a good and a perfect answers.

Thank you..

Answer 1

Key Requirements/constraints:

1. Build a new Knowledge management system that can identify and track the expertise of individual consultants across the globe.
2. ABC has an international network, but the offices in each country may use somewhat different hardware and software.
3. ABC management wants the system up and running within a year.

Summary:

Given the requirement and constraints, a web-based solution would be the best bet as it could be created within the stipulated timeframe and is platform-independent (all you need is a capable browser and internet connectivity).

Salient features of the system:

1. Brief architecture:

1. Data: Probably running on cloud-based database platform, as there are inbuilt capabilities like fault-tolerance, mirroring and caching etc.
2. Server: Any proven server technologies like java, .Net or python will do.
3. UI: There are a lot of frameworks like angular, react and Vue which can assist rapid development with less workforce.
4. Reporting: An extension to the database and server layer, but should be paid special attention to as the core of the requirement is to collect, analyze, track and remain up to date.

2. Interaction:

From the usability standpoint, professionals across the globe would log in into the system using existing company credentials and should have the ability to enter their skill details as they acquire new ones. Some verifiable details which have identification and legal significance should be updated and maintained through some gated manner, probably by talent or HR team.

Moreover, the personal and skill details should be updatable at all the times and with minimum resource managers involvement we can set a minimum time frame after which updating the details could be made mandatory.

Also, we can take this one step forward and create a staffing subsection where professionals could update their work schedule (if known to them) in advance such that this data could be collected to determine their work plans.

3. Fine-tuning and integration with other systems:

Creating this system in silo would not make much of a sense, and should be integrated with existing HR and talent management Systems. With the integration, other teams will have better visibility of an individual for his/her availability such that staffing could be streamlined.

Overall there are many small things which we can incorporate in this system, but with some human control points, this could be regulated and enforced smoothly and consistently across the firm.