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From magazine is the article . The author presents several approaches to overcome the problem “lack of time is the major impediment to learning,” including:

Make learning an official, voiced company or unit goal (iow, Give your employees permission to learn)
Link training explicitly to individual goals
Tie training to annual performance reviews

A key quote from the article:

Many companies understand the links between ongoing learning, a knowledgeable workforce, high performance, and ultimate business success. Truly enlightened companies also walk the talk. They make professional development a voiced, company goal, and they support the real viagra stories real viagra stories. Continued learning is an expectation and often a requirement- whether a course required upon becoming a manager, training for specific skills required for a new task, or a training program tied to a company event, such as budgeting, or to a company initiative, such as a change effort.

A lot of discussion of KM involves the relative value/importance of organizational vs. personal KM. A focus on aligning all aspects of the KM spectrum, as in the learning example here, I think is a more appropriate approach than a focus on any single aspect. Obviously, each individual area needs a focus to improve performance at that level, but only if it is not at the expense of the whole effort.

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