The Future Employee

The Future

It is a time of joy and celebration when someone finally graduates from an institution. The next step is to find and enroll into the workplace. Filled with knowledge and inspiration, the life of an employee is incomparable. Then after 5 years or so, comes a dull day, where your job is now being replicated by a system. The job does not feel as exciting as before. Daily tasks become more complex, and it felt like the skills are not enough anymore. Welcome to the new era, where managing knowledge is the ultimate survival tool for the future.


Personal Knowledge Management (PKM) 

Personal Knowledge Management defines a way in which individuals, can seek out information and knowledge, make sense of it, and share it to increase learning, innovation, and productivity. PKM is personal, and it is not directed by external forces.  It involves connecting information to experience and completing tasks. Gorman and Pauleen (2011) described that PKM assists individuals to be more effective in certain aspects of their lives. The idea is that once an individual is used to working effectively in their everyday lives, they will easily do so within an organization. PKM is focused on personal inquiry (Clemente and Pollara, 2005), which means that individuals need to have the motivation for self-improvement.


Knowledge Management (KM)

Knowledge Management(KM), compared to PKM, is simply the process of creating, sharing, managing, and utilizing knowledge within an organization. It explores ways to encourage people to share knowledge, making it explicit, and supplying it to information systems.  Unlike PKM, knowledge management focuses very little on an individual’s perspectives.


Enhancing Personal Effectiveness 

As it was mentioned above, PKM is personal, and it is not directed by external forces. It is an individual’s own responsibility to maintain their knowledge currency. This requires motivation to improve and adapt changes. For PKM to enhance personal and organizational effectiveness, one needs to be effective in managing themselves first. Employers value personal effectiveness as they want employees to be reliable, willing to learn, make proper use of their time. White (2012) listed 8 elements which he believed can develop and maintain personal effectiveness in both the organization and their daily lives.

8 Elements of personal effectiveness:

  1. specifically decide what you want
  2. be honest  with yourself and others
  3. take personal responsibility 
  4. clearly express yourself
  5. take risks and exit your comfort zone
  6. participate 100% in your own life
  7. create partnerships to generate win-win relationships
  8. commit yourself

To utilize PKM and enhance personal and organizational effectiveness, an individual must first determine their status within each of the 8 elements listed above. From there, will one be able to choose the right path to take? Some might consider prolonged education or self-directed study. Others might try to utilize organizational training programs or networks of information sharing. It is obvious from how the world is rapidly changing that no career is guaranteed for life anymore. Therefore, individuals must forecast where their careers are headed and start making plans for the next step. With PKM, people can be assured that not only will they be prepared for the unexpected, but they will also be well equipped to keep up with the trends.




Gorman, G. and Pauleen, D. (2011), “The Nature and Value of Personal Knowledge Management”.

Clemente, B. E., & Pollara, V. J. (2005). Mapping the course, marking the trail [personal knowledge management]. IT professional, 7(6), 10-15.

White, R. (2012). 8 elements of personal effectiveness [Video file]. Youtube. Retrieved from


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