I am always amazed about how many companies waste lots of money on complicated HR information systems, and how few of them use simple yet effective models like Dreyfus’s.

For the first topic I would recommend you to read
http://www.systems-thinking.org/kmgmt/kmgmt.htm

as for the second topic
http://www.wisegeek.com/what-i.....apping.htm

The Dreyfus model of skill acquisition highlighted here by Luciano was for me a very practical approach in dealing in the real life with the combination of the competence and knowledge management.

But when i’m trying to implement the theories that’s become a really difficult. the theories tend to simplify the fact (or i can’t to correlate the fact and the theory), because the reality is more complex, so i was just follow my intuition..mmm “she’s not skilled enough”, mmm “she’s the one i was looking for”, even i can’t really explain why with the words.

when come to quantifying knowledge in general i’m just differentiate to, “not knowing”, “knowing”, “understanding”, “proficient”, “expert”, above this level i was call a “genious”, a very rare of species .

btw, i like this kind of blog, exploring our mind. in our unconscious mind this will keep on memory and build slowly our intuition if we connecting with our experience. a theory just make us to knowing, but practice will make us to understanding.

keep thinking, keep learning, and keep doing…nice blog

So many people don’t realize they’re an expert at something because they might be totally unconscious of what they’re doing. That’s why when someone asks me what their niche would be, I ask them to tell me the area where they have made the most mistakes in. That’s often one of those Aha! moments for them.

The 5th Discipline.