It includes employee training and corporate cultural attitudes related to both
individual and corporate self-improvement. In a knowledge-worker organization,
people (the only repository of knowledge) are the main resource. In the current
climate of rapid technological change, it is becoming necessary for knowledge
workers to live in a continuous learning context. Metrics can be put into place to
guide managers in focusing training funds where they can help the most. In any
case, learning and growth constitute the essential foundation for success of any
knowledge-worker organization. This is why companies of the sector should invest
both in human resources’ growth and innovation. As regards the first aspect, it’s
important to improve tertiary skills (great parts of production activities involve this
kind of competencies) but also to create a more open organizational culture, based
on a major involvement of workers in decisional processes. Regarding the second
aspect, innovation is the result of well structured knowledge management strategies,
based on the continuous improvement of existing ICT tools, but also on the
use of less formalized solutions (i.e. blogs, questionnaires, and social networks)
(Table 1).