As companies downsize, expand globally, and generally function in a constant mode of change, it becomes more difficult to know and find the right person in the organization who has desired expertise. Many organizations are addressing this problem by creating a database of technical experts as a mechanism for identifying key people who can solve problems, transfer information and best practices, and/or identify other experts with the needed expertise. An experts database is a way to formalize and expand a company's informal network. These informal networks exist in all organizations, but it takes time and connections to know about them and become part of one. The large number of early retirements and elimination of middle management layers in corporations have left gaps in the informal network. Oftentimes, employees will go outside and pay for expertise that already exists in-house, but which they didn't know about or couldn't locate. An experts database can help plug the gap in the informal network and create new networks that would otherwise not have existed. Companies that have implemented such a system have eliminated rework and duplication of effort by linking together individuals working in similar areas, reduced cycle time and costs through quicker resolution of problems, and increased transfer of best practices. EXPERTS VERSUS SKILLS The most important issue to get resolved right at the start is whether the organization wants an experts database or a skills database. An experts database is selective and assumes that some people are more knowledgeable due to education and/or experience than others in the organization. A skills database is more inclusive and can contain many or all of the employees in an organization or sub-unit. The two are used for completely different purposes. Skills databases are typically used to identify personnel for project teams and job placements and are more associated with Human Resources activities.
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