This paper examines knowledge management practices within the investment
banking sector, using two international banking institutions as examples,
focusing on the work of key professionals - securities analysts and equity
traders. It finds a knowledge gap which is partly historical, as the
professional licencing requirements of securities analysts has not, to date,
included specific skill development in the qualitative forms of data analysis
required for systematic human capital analysis.
This is a component (2000-2005) of a larger study conducted from 1996-2005 in
investment banks in Australia, Asia and the UK. The authors use a three phase
model of professional knowledge acquisition as a basis for highlighting new
organisational development opportunities for HR professionals: bridging the
human capital knowledge acquisition gap lobbying regulators to make changes in
the training underpinning the licensing of securities analysts; accessing
formal university courses in qualitative analysis, using professional
associations for non-technical, non-traditional, strategic forms of knowledge
acquisition and, finally, creating performance management systems to embed this
form of knowledge acquisition into the work of securities analysts.
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