HR and people
How do you capture what your people know before they leave?
Record the work while it is being done, then hold it as a model rather than a document. Most institutional knowledge was never written down, and the usual attempt (asking someone to document their job) competes with their actual job. Capturing the work as it happens does not.
The work we would model first
Examples, not a fixed list. Bring the process you already argue about and we will start there.
- Onboarding and the first ninety days
- The tasks a role actually performs, against the ones in its description
- Offboarding, and what leaves with the person
- Approvals and delegations, and who really holds them
What hr and people gets out of it
- Knowledge captured as a model instead of walking out the door
- Onboarding against something current rather than shadowing
- Roles described by the work they do, not by an old job spec
- Single points of failure named before they become incidents
Bring one process you already argue about.
We will run it through Omni with you on your own material. You keep the model either way.