KNOWLEDGE “GOVERNANCE” AND CORPORATE TRAINING IN THE FORESEEABLE FUTURE
Fernando Salvetti

How can we manage knowledge, human and intellectual resources, cognitive and behavioral dynamics at their best within corporations? Why are there always more managers encouraging and promoting not only activities such as knowledge mapping, but also organizational dialogs and narrations? How do we create and manage, in a flexible and dynamic way, corporation knowledge and specific resources? In other words, is it possible to plan a corporation that is able to be flexible, elastic and creative as well as a well-trained human mind?
The main challenge is to use missing knowledge, often incomplete and contradictory, owned by a single man and globally not available to anyone. Nowadays, successful corporations generally are the ones that are able to perform with more effectiveness than others gathering, storing, distributing and using information. We know that technology unassisted cannot grant the best use of human and intellectual resources and that the main key factor for full knowledge and abilities employment is the strengthening of an organizational culture, which is useful to promote and support knowledge and competences sharing.
The knowledge economy asks for flexible organizational functioning models, always customer and quality control oriented, founded on an intense use of knowledge. The oncoming managerial work will increasingly imply the human and intellectual resources development: the creation of an organizational knowledge, abilities, competencies and knowledge development and management in order to spread them inside/outside the corporations and translate them into products, services and systems.
This article is a critical reflection on “pratique gouvernementale,” in favor of minimal governance, as a functioning principle of knowledge governance within corporations investing in training, competencies development, human resources development management system and tools, knowledge management and surroundings. The knowledge driven corporation is a cognitive and social dimension qualified by continuously evolving processes, where "to know" does not mean "to recognize," knowing that learning is something that is given "outside of us," but rather covering the multiple ways of worldmaking which allow us to create and build not only new products, but new ways of acting and thinking, therefore, new horizons and awareness possibilities - within limits and shapes granted by the organizational structure in which we are working.