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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