This Insight was selected by the Special Libraries Association for inclusion in their resource kit on Information Management (1997). See also our more recent insights - The Knowledge Asset and Knowing What You Know.
Information as a Strategic Resource
"Drowning in data, yet starved of information"
(Ruth Stanat in 'The Intelligent Organization')
One of the dilemmas facing today's manager is that on the one hand they seem to be suffering from information overload, yet on other hand, they often they complain about shortage of information needed to make vital decisions.
Symptoms of overload are a growth of incoming information, including electronic mail, an explosion in the volume of information sources (there are over 10,000 business newsletter titles and a similar number of CD-ROM titles). Symptoms of scarcity are the lack of vital information for decision making, unexpected competitor moves and the inability to find the relevant 'needle in the haystack'
There is also the crucial problem of exploiting an organisation's proprietary information as a strategic asset.
Underlying these problems is that of having "the right information, in the right place, in the right format, at the right time".
What is the Solution?
Partial solutions include Executive Information Systems (EIS), On-line and CD-ROM data-bases, alerting services. A more encompassing solution is to adopt the principles of Information Resources Management (IRM) (not to be confused with an information management or information systems).Whereas the value (often declining!) of tangible assets, such as property and office equipment, is regularly assessed and audited, similar processes are lacking for intangible assets, such as information and knowledge, whose asset value is increasing in many organisations.
Information Resources Management (IRM) is an emerging discipline that helps managers assess and exploit their information assets for business development. It draws on the techniques of information science (libraries) and information systems (IT related). It an important foundation for knowledge management, in that deals systematically with explicit knowledge. Knowledge centres often play an important part in introducing IRM into an organization.
Nick Willard of ASLIB's IRM Network (now the IRM SIG) has developed a model highlighting the five key activities for their effective IRM management:
One is direct and to the point. The other is beating around the bush.
I have learn the meaning of human resource management, importance of management, the difference between HR & HRM, importance of planning, need of HR and reasons as to why humans are referred to as resources........
Human Resource Management The paper discusses HRM rationale, history, key areas and practice, difference between hard and soft models, and their international tendencies. It concludes that models be based on the culture and demographic characteristics of the target organization. http://www.associatedcontent.com/article/1860053/human_resource_management.html
When managing a business, the focus is on generating more income. In a school, the focus is on managing the resource allotted.
The link between human resource management and integrated development plans
Human Resource Management is a discipline within business. The Society for Human Resource Management is a professional organization for human resource professionals.
Resource of information is a storage of information you can look up. Source is the original outlet of information
Answer Human Resource management is that you are being managed by someone within the company atmosphere. Personal managemet is when you manage yourself.
information source can be a book,paper etc. information resource is whole source of information
One is direct and to the point. The other is beating around the bush.
Human resource management involves every aspect of the organization with regards to managing staff and personnel. The development and training of the staff is just one part of human resource management.
I have learn the meaning of human resource management, importance of management, the difference between HR & HRM, importance of planning, need of HR and reasons as to why humans are referred to as resources........
one is a human resource manager and the other one is a personal relation officer ... the difference is quite clear
Human Resource Management The paper discusses HRM rationale, history, key areas and practice, difference between hard and soft models, and their international tendencies. It concludes that models be based on the culture and demographic characteristics of the target organization. http://www.associatedcontent.com/article/1860053/human_resource_management.html
Difference between Human resource management and personnel managementØ Human resource management is flexible where as personnel management is burocratic.Ø Human resource management is bottom up approach where as personnel management belives in top down approach.Ø In Human resource management organization structure is organic where as in personnel management organization structure is mechanistic.Ø Human resource management is people oriented where as personnel management is task oriented.Ø Human resource management see long term prospective where as personnel management see short term prospective.Ø Human resource management belive in facts and identified solution where as personnel management belive only on number.
A main difference is that records management is associated with governance, risk, and compliance. Information management is the collection and management of information from one or more sources and the distribution of it to various audiences.
Nothing!