Movement Strategy/Recommendations/Iteration 3/Manage Internal Knowledge/hi
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This is an archive for draft recommendations. Visit Strategy/Wikimedia movement/2018-20/Recommendations to read the final recommendations. |
अन्य सिफारिशों के लिए संपर्क
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This recommendation proposes the idea of placing importance upon curating the internal knowledge of our Movement. It is supported by the recommendations ‘Coordinate Across Stakeholders’ and ‘Invest in Skills Development’. |
इस आंदोलन में उत्पन्न सभी आंतरिक ज्ञान इससे संबंधित हैं, और हमें किसी भी प्रतिभागी द्वारा इसकी सुलभता एवं उपयोगिता सुनिश्चित करनी चाहिए। हमें आंतरिक ज्ञान के लिए ज्ञान का एक आधार, मिलान के लिए साथियों की सेवा/डेटाबेस के साथ सामग्री के क्यूरेशन (खोज और गुणवत्ता आश्वासन सहित) के लिए समर्पित कर्मचारी एवं प्रयोक्ता समर्थन स्थापित करना चाहिए।
क्यों
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Despite our greatest success in creating an open encyclopedia, a knowledge base about everything,[1] we have not been very successful at managing our own operational knowledge.[2] To find information about the Movement, or find support or partnerships, members of our communities, the public, and all our other stakeholders have to navigate multiple disconnected spaces that suffer from poor usability and organization.[3] As a result, if the information is located, it may be inaccurate, outdated, incomplete, or inconsistent without any way of knowing that to be the case. Even when the information is sound, it is often not easy to use. Hindrances such as a lack of translatability or unspoken assumptions concerning background knowledge or processes that may not be linked hinder the exchange of ideas from within the Movement itself. That results in community members reinventing the wheel and missing the chance to build on each other’s experience,[4] hindering the growth of the Movement and disadvantaging some communities. It also becomes an obstacle to distributing power, as access to the information that helps in doing one’s work better (be that know-how, context for grants, tools, contacts, etc.) establishes another informal power based on recognition. Managing and documenting knowledge are skills that take time, and doing them is less engaging than doing the work that frequently attracts volunteers to these efforts. As a result, members of the Movement (especially volunteers) often document their activities and knowledge insufficiently or not at all. This leads to a lack of institutional memory, as when they leave the Movement, their undocumented experiences, knowledge, and contacts are lost with them.[5] Not having a proactive approach towards internal knowledge management results in missing opportunities that affect the entire Movement and puts its growth and risk. It affects both small communities that strive to grow as well as large ones that could be more resilient and flexible. Having good internal knowledge management is essential to onboard new contributors and help them develop their skills, allow new leaders to emerge, and intentionally manage our internal resources that are focused on improving our public projects themselves. |
किस तरह
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To enhance the management of internal knowledge and to make it easy to capture, discover, adapt and consume by all stakeholders, we recommend an approach based on several actions and requirements. We must follow a people-centered approach to design one knowledge-base space that meets the needs of all contributors and stakeholders.[6] This must ensure that our knowledge is findable, easy to use by everyone who needs it for their own activities, while also being easy to add new information and processes as they are developed. Even though the creation of a common space for internal knowledge is necessary to collect different types of educational resources (from text-based to audiovisual), in a decentralized ecosystem, a single strategy may not be enough. It is necessary to encourage the creation of metadata for every piece of internal knowledge to support its findability through a search tool and various types of syndication. Stored metadata should also support the creation of reports to measure the Movement’s progress accurately, thus creating better awareness and setting informed priorities.[7] To facilitate the use of internal knowledge resources, they must be accessible through project platforms and allow users to be aware of what exists for them to use and where they can find it.[8] Additionally, there must be active resourcing to ensure contributors are aware of certain internal knowledge needed for specific cases such as the participation in governance (local or global decision-making).[9] |
- आंदोलन की समस्त सीखने वाली संपत्तियों तक पहुंच के साथ एक प्रयोक्ता-अनुकूल, समावेशी, कार्यात्मक, प्रतिभागितापूर्ण, बहुभाषी, और खोजा जाने योग्य ज्ञान-आधार प्रणाली स्थापित करना। [10]
- ज्ञान के कई रूपों को सुलभ बनाकर हमारे विविध समुदायों का प्रतिनिधित्व सरल बनाएँ।
- स्थानीय विशेषज्ञों या प्रशिक्षण-आधारित शिक्षण द्वारा प्रशिक्षण के जरिए आंतरिक शिक्षण का संदर्भित और संसूचित करना; जो सीखने के माहौल को एकीकृत करने के द्वारा समर्थित हो। [11]
- सामग्री की अवधि, खोजे जाने की योग्यता एवं गुणवत्ता आश्वासन, प्रयोक्ता सहायता, तथा सहकर्मी से सहकर्मी मिलान की सुविधा में सहायता के लिए समर्पित कर्मचारी उपलब्ध कराना। [12]
- क्षमता निर्माण, हिमायत, साझेदारी एवं प्रौद्योगिकी जैसे प्रमुख क्षेत्रों में इसकी संसाधन प्राप्ति शुरू करके, विकिमीडिया के काम के एक अभिन्न अंग के रूप में तथा अपने आप में एक परिणाम माने जाने वाले प्रलेखन की संस्कृति को समर्थ बनाएँ। [13]