Dear Seniors, Could you tell me what the difference between knowledge & information is, and how we calculate that..?? Thanks in advance
From India,
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From India,
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Dear Sachin,
Greetings for the day! I'm Mohan Shashank. Very glad to see this question. These types of questions will not only raise knowledge but also wisdom. Congratulations!
Knowledge is what can be gained through the information you have collected. There is a big difference between information and data. Data is the collection of raw facts, whereas information is the collection of processed data, and the singular of data is datum.
Moving on to our topic, when a person has sufficient information and goes through it to understand, they become knowledgeable. One's knowledge can be calculated or measured by an ancient measure called IQ, i.e., Intelligent Quotient.
I hope you understand this, and feel free to ask any queries.
From India, Delhi
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Greetings for the day! I'm Mohan Shashank. Very glad to see this question. These types of questions will not only raise knowledge but also wisdom. Congratulations!
Knowledge is what can be gained through the information you have collected. There is a big difference between information and data. Data is the collection of raw facts, whereas information is the collection of processed data, and the singular of data is datum.
Moving on to our topic, when a person has sufficient information and goes through it to understand, they become knowledgeable. One's knowledge can be calculated or measured by an ancient measure called IQ, i.e., Intelligent Quotient.
I hope you understand this, and feel free to ask any queries.
From India, Delhi
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Dear Sachin,
Mohan Shashank has given you a brief answer. May we please know what you do and in which industry, and why you are seeking the answer? What do you mean by "How we calculate that"?
If you had only searched the web, you would have found detailed answers at Intelligence Hierarchy: Data, Information, Knowledge, Wisdom | The Big Picture with diagrams, which can be found at Google.
If you are a student, I suggest that you read scholarly articles (I found three at the top of the Google search page).
Have a nice day.
Simhan
A retired academic in the UK
From United Kingdom
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1639Mohan Shashank has given you a brief answer. May we please know what you do and in which industry, and why you are seeking the answer? What do you mean by "How we calculate that"?
If you had only searched the web, you would have found detailed answers at Intelligence Hierarchy: Data, Information, Knowledge, Wisdom | The Big Picture with diagrams, which can be found at Google.
If you are a student, I suggest that you read scholarly articles (I found three at the top of the Google search page).
Have a nice day.
Simhan
A retired academic in the UK
From United Kingdom
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Subject: Difference between HR Management and Personnel Management
Dear Seniors,
Could you please explain the difference between HR Management and Personnel Management, and how we calculate that?
Thanks,
Santosh
Email: santoshoffice@gmail.com
From India, Gurgaon
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Dear Seniors,
Could you please explain the difference between HR Management and Personnel Management, and how we calculate that?
Thanks,
Santosh
Email: santoshoffice@gmail.com
From India, Gurgaon
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Collection of facts and data is called information. Getting a conclusion from those facts and data is knowledge.
Example:
It's raining outside - this is the information.
I should take an umbrella with me to go outside - this is knowledge.
From India, New Delhi
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Example:
It's raining outside - this is the information.
I should take an umbrella with me to go outside - this is knowledge.
From India, New Delhi
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Dear Santosh,
Difference between Human Resource Development and Traditional Personnel Management
Definition
Personnel Management - Personnel Management is essentially an administrative record-keeping function at the operational level. It aims to maintain fair terms and conditions of employment while efficiently managing personnel activities for individual departments. It is believed that ensuring fairness and efficiency in managing personnel activities will ultimately lead to organizational success.
Human Resource Development - Human resource management involves developing and implementing people strategies that align with corporate strategies. It ensures that the organization's culture, values, structure, and the quality, motivation, and commitment of its members all contribute to achieving its goals.
HRM carries out the same functional activities traditionally performed by the personnel function, such as HR planning, job analysis, recruitment, selection, employee relations, performance management, appraisals, compensation management, training, and development. However, the HRM approach executes these functions in a qualitatively distinct way compared to Personnel Management.
Main Differences between Personnel Management and HRM
Personnel management is focused on the organization's employees, involving tasks like finding, training, paying them, explaining management's expectations, and justifying management's actions. On the other hand, HRM is resource-centered, focusing on management by delegating HRM responsibilities to line management and management development.
While indisputably a management function, personnel management has not always aligned entirely with management interests. It can become ineffective when unable to understand and convey the workforce's aspirations and views, similar to how sales representatives must understand and represent customer aspirations.
Personnel Management is primarily an operational function, dealing with day-to-day people management activities. In contrast, HRM is strategic, directly assisting organizations in achieving sustained competitive advantage.
HRM is more proactive than Personnel Management. Personnel management revolves around maintaining personnel and administrative systems, whereas HRM involves forecasting organizational needs, continuously monitoring and adjusting personnel systems to meet present and future requirements, and managing change.
Bashir
From India, Pune
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Difference between Human Resource Development and Traditional Personnel Management
Definition
Personnel Management - Personnel Management is essentially an administrative record-keeping function at the operational level. It aims to maintain fair terms and conditions of employment while efficiently managing personnel activities for individual departments. It is believed that ensuring fairness and efficiency in managing personnel activities will ultimately lead to organizational success.
Human Resource Development - Human resource management involves developing and implementing people strategies that align with corporate strategies. It ensures that the organization's culture, values, structure, and the quality, motivation, and commitment of its members all contribute to achieving its goals.
HRM carries out the same functional activities traditionally performed by the personnel function, such as HR planning, job analysis, recruitment, selection, employee relations, performance management, appraisals, compensation management, training, and development. However, the HRM approach executes these functions in a qualitatively distinct way compared to Personnel Management.
Main Differences between Personnel Management and HRM
Personnel management is focused on the organization's employees, involving tasks like finding, training, paying them, explaining management's expectations, and justifying management's actions. On the other hand, HRM is resource-centered, focusing on management by delegating HRM responsibilities to line management and management development.
While indisputably a management function, personnel management has not always aligned entirely with management interests. It can become ineffective when unable to understand and convey the workforce's aspirations and views, similar to how sales representatives must understand and represent customer aspirations.
Personnel Management is primarily an operational function, dealing with day-to-day people management activities. In contrast, HRM is strategic, directly assisting organizations in achieving sustained competitive advantage.
HRM is more proactive than Personnel Management. Personnel management revolves around maintaining personnel and administrative systems, whereas HRM involves forecasting organizational needs, continuously monitoring and adjusting personnel systems to meet present and future requirements, and managing change.
Bashir
From India, Pune
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Dear Mohanshashank Sir,
Thanks a lot for you valuable guidance...
Dear Nashbramhall Sir,
I am Sachin Katpale working in manufacturing company as Officer HR 3]The question came in my mind by this question, what require to do work in HR - knowledge or information..?
2. So many times in interview also interviewer looks only what information candidate has not knowledge and if he want to calculate the knowledge what’s the measurement..??
If you help it’s very grateful to me.
From India,
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Thanks a lot for you valuable guidance...
Dear Nashbramhall Sir,
I am Sachin Katpale working in manufacturing company as Officer HR 3]The question came in my mind by this question, what require to do work in HR - knowledge or information..?
2. So many times in interview also interviewer looks only what information candidate has not knowledge and if he want to calculate the knowledge what’s the measurement..??
If you help it’s very grateful to me.
From India,
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Knowledge and information are almost one and the same.
Information is details about a particular thing. When you accumulate more such information, it is called knowledge. For example, when we refer to a person as "he is more knowledgeable," it means he knows more information about something.
Someone asks you, "I am planning to purchase a car, can you please tell me which brand I should go for?" You reply, "Sorry, I have no knowledge on this."
You might have seen in the quiz program on TV questions like "Who won the man of the tournament in the match played in 1947?", "Who was the first Prime Minister of India?", "How much money was spent on the first five-year plan?", "Name the satellite which was first sent to Mars?" When you answer such questions and more, it means you have a collection of information and are therefore knowledgeable. We have also heard people addressing others as "yeah, his General Knowledge is very good."
However, mere accumulation of information (i.e., knowledge) will not suffice. You need to have wisdom or skill (wisdom/ability talks more about how you apply the knowledge).
To explain this:
There was a young man going to a village to meet someone. When he got down in the village, he saw an old man (probably in his 65-70) sitting under a tree. Our young man told the old man that he arrived in this village to meet Mr. so and so and asked him how long it would take to reach his place from there? The old man did not reply. The young man asked again. The old man did not reply again. After 3-4 attempts, he got vexed and scolded the old man, "I have heard in villages people will be more courteous, more helpful, and respectful, but you seem to be arrogant, disrespectful, and have no helping tendency." Then the young man started walking towards the village. After a few seconds, the old man called him. The young man came to ask the old man what for. The old man replied that it would take 15 minutes for him to reach the place where he wanted to go.
Surprised by this, the young man asked, "I was asking you many times and asked you again and again, you never bothered to reply to me or help me, and you never answered me. Why do you behave like this?"
The old man replied, "When you asked me the question, I did not know how fast or how slow you would be walking, I never had any information about your walking speed; after watching you walk for a while, I understood, with this speed, you can reach that place in 15 minutes."
This is what wisdom or intelligence is. To be intelligent, you need not be knowledgeable also. It is basic common sense, right?
Balaji
From India, Madras
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Information is details about a particular thing. When you accumulate more such information, it is called knowledge. For example, when we refer to a person as "he is more knowledgeable," it means he knows more information about something.
Someone asks you, "I am planning to purchase a car, can you please tell me which brand I should go for?" You reply, "Sorry, I have no knowledge on this."
You might have seen in the quiz program on TV questions like "Who won the man of the tournament in the match played in 1947?", "Who was the first Prime Minister of India?", "How much money was spent on the first five-year plan?", "Name the satellite which was first sent to Mars?" When you answer such questions and more, it means you have a collection of information and are therefore knowledgeable. We have also heard people addressing others as "yeah, his General Knowledge is very good."
However, mere accumulation of information (i.e., knowledge) will not suffice. You need to have wisdom or skill (wisdom/ability talks more about how you apply the knowledge).
To explain this:
There was a young man going to a village to meet someone. When he got down in the village, he saw an old man (probably in his 65-70) sitting under a tree. Our young man told the old man that he arrived in this village to meet Mr. so and so and asked him how long it would take to reach his place from there? The old man did not reply. The young man asked again. The old man did not reply again. After 3-4 attempts, he got vexed and scolded the old man, "I have heard in villages people will be more courteous, more helpful, and respectful, but you seem to be arrogant, disrespectful, and have no helping tendency." Then the young man started walking towards the village. After a few seconds, the old man called him. The young man came to ask the old man what for. The old man replied that it would take 15 minutes for him to reach the place where he wanted to go.
Surprised by this, the young man asked, "I was asking you many times and asked you again and again, you never bothered to reply to me or help me, and you never answered me. Why do you behave like this?"
The old man replied, "When you asked me the question, I did not know how fast or how slow you would be walking, I never had any information about your walking speed; after watching you walk for a while, I understood, with this speed, you can reach that place in 15 minutes."
This is what wisdom or intelligence is. To be intelligent, you need not be knowledgeable also. It is basic common sense, right?
Balaji
From India, Madras
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Knowledge is a blend of information, experience, and insights that provide a framework that can be thoughtfully applied when assessing new information or evaluating relevant situations. Information is a body of facts that are in a format suitable for decision-making.
Source: Zikmund William G. (2003), Business Research Methods, South-West Thomson, Edn. 7, p738
However, no better way to understand the difference as what T.S. Eliot has said:
"The endless cycle of ideas and action,
Endless invention, endless experiment,
Brings knowledge of motion, but not of stillness;
Knowledge of speech, but not of silence;
Knowledge of word, and ignorance of the Word.
All our knowledge brings us nearer to our ignorance,
All our ignorance brings us nearer to death,
But nearness to death no nearer to God.
Where is the Life we have lost in living?
Where is the wisdom we have lost in knowledge?
Where is the knowledge we have lost in information?
The cycles of Heaven in twenty centuries
Bring us farther from God and nearer to the Dust."
- T.S. Eliot
From India, Mumbai
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Source: Zikmund William G. (2003), Business Research Methods, South-West Thomson, Edn. 7, p738
However, no better way to understand the difference as what T.S. Eliot has said:
"The endless cycle of ideas and action,
Endless invention, endless experiment,
Brings knowledge of motion, but not of stillness;
Knowledge of speech, but not of silence;
Knowledge of word, and ignorance of the Word.
All our knowledge brings us nearer to our ignorance,
All our ignorance brings us nearer to death,
But nearness to death no nearer to God.
Where is the Life we have lost in living?
Where is the wisdom we have lost in knowledge?
Where is the knowledge we have lost in information?
The cycles of Heaven in twenty centuries
Bring us farther from God and nearer to the Dust."
- T.S. Eliot
From India, Mumbai
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I have not come across any generic tool for measuring knowledge, as one has to ask "knowledge of what?". However, attempts have been made to measure the knowledge bank of companies and even countries. For example, see [World Bank](http://worldbank.org) where a Knowledge Assessment Methodology and Knowledge Economy Scorecard comparison between India and China is given. Found at [Google](http://www.google.co.uk/#sclient=psy&hl=en&source=hp&q=measuring+knowledge &aq=3&aqi=g5&aql=&oq=&pbx=1&fp=7ef981bdeac04a96 ).
Balaji has given an excellent example of the difference between information and knowledge.
Have a nice day.
Simhan
From United Kingdom
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Balaji has given an excellent example of the difference between information and knowledge.
Have a nice day.
Simhan
From United Kingdom
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Hi,
Knowledge is like a river, and information are two sides of the river. As information increases, knowledge spreads and becomes long, helping anybody to cover the long distance of a successful life. So it is very important to keep information updated, and more so that knowledge gains some distance.
From India, Varanasi
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Knowledge is like a river, and information are two sides of the river. As information increases, knowledge spreads and becomes long, helping anybody to cover the long distance of a successful life. So it is very important to keep information updated, and more so that knowledge gains some distance.
From India, Varanasi
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Further to Mohan Shashank's reply, may I add the following explanation? If I give you a six-digit number, say 362436, you may be confused about what it means! However, if you are knowledgeable about Indian PIN codes, you will see 362436 as a PIN code of a post office in Gujarat!
But, suppose you are told (information) to pair the digits with a hyphen - 36-24-36 - wisdom will dawn on you regarding what this 'figure' means!
Rajusiachen
From India, Coimbatore
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But, suppose you are told (information) to pair the digits with a hyphen - 36-24-36 - wisdom will dawn on you regarding what this 'figure' means!
Rajusiachen
From India, Coimbatore
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Hi,
The simple and clear way of differentiating the two is: knowledge will reflect in the actions of the person, and information will be evident in the words.
Now, how to calculate is as subjective as the question itself... In my opinion, there is no mathematical formula to calculate. However, with your experience and collaboration, you can deduce the outcome.
Thanks,
VM007
From India, Chandigarh
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The simple and clear way of differentiating the two is: knowledge will reflect in the actions of the person, and information will be evident in the words.
Now, how to calculate is as subjective as the question itself... In my opinion, there is no mathematical formula to calculate. However, with your experience and collaboration, you can deduce the outcome.
Thanks,
VM007
From India, Chandigarh
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An IT person told this definition of Data & Information a couple of decades ago:
Data is Unprocessed Information, and Information is Processed Data.
1. A Dictionary is Data of words with their meanings.
2. Putting these in a meaningful way to narrate an incidence is like providing Information.
3. Knowledge and understanding would be required to analyze or write a critical review of the repercussions of the incidence.
4. Wisdom is deep understanding to choose between right and wrong, and applying the knowledge to make a correct decision.
We see it in the Share Market as well.
Data: Company share behavior (prices) over the last 6 months, for example.
Information: Someone would create a graphical presentation to observe upward and downward trends in the share.
Knowledge: The experts' comments on why the market is behaving in a particular way, considering the 'Share' behavior not only of a single company but the entire market.
Wisdom: By utilizing these, along with other hidden parameters, one can engage in 'Share Trading,' buying or selling shares to accumulate wealth.
Remember, Knowledge alone is not enough to arrive at a correct decision. Success comes when execution is combined with wisdom.
We see coaches with wisdom making players successful, who execute to the core. Execution is crucial as not all players under the same coach achieve the same level of success.
Dr. Ulhas Ganu
From India, Mumbai
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Data is Unprocessed Information, and Information is Processed Data.
1. A Dictionary is Data of words with their meanings.
2. Putting these in a meaningful way to narrate an incidence is like providing Information.
3. Knowledge and understanding would be required to analyze or write a critical review of the repercussions of the incidence.
4. Wisdom is deep understanding to choose between right and wrong, and applying the knowledge to make a correct decision.
We see it in the Share Market as well.
Data: Company share behavior (prices) over the last 6 months, for example.
Information: Someone would create a graphical presentation to observe upward and downward trends in the share.
Knowledge: The experts' comments on why the market is behaving in a particular way, considering the 'Share' behavior not only of a single company but the entire market.
Wisdom: By utilizing these, along with other hidden parameters, one can engage in 'Share Trading,' buying or selling shares to accumulate wealth.
Remember, Knowledge alone is not enough to arrive at a correct decision. Success comes when execution is combined with wisdom.
We see coaches with wisdom making players successful, who execute to the core. Execution is crucial as not all players under the same coach achieve the same level of success.
Dr. Ulhas Ganu
From India, Mumbai
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I would say quite simply, knowledge is what we have now and information is what we need to increase that knowledge.
From India, Bangalore
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From India, Bangalore
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Once you join an organization at the executive level, your knowledge will help you perform your tasks, but for making further strategies, the main tool you require is information. Information is the source on which strategies are formulated.
MANJIT NADAR
MBA (LONDON, UK)
From India, Surat
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MANJIT NADAR
MBA (LONDON, UK)
From India, Surat
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Dear Sachin,
Greetings for the day!
Thank you very much for thanking me!
Coming to your second question, we'll have a small discussion on this now.
In traditional times, we don't find anything with the name Employee relations. If the employee works, the employer pays him, and vice versa. Then the importance of maintaining employee relations has come into existence, and there is a need created to resolve any industrial disputes and conflicts.
So, in 1931, the Royal Commission of Labour in India (British Commission) under the chairmanship of Mr. J.H. Whitely recommended abolishing some malpractices and enhancing the relations with the employees, which is noticed to be important. After Independence, a Labor Welfare Officer was identified as PERSONNEL MANAGER created by legislation under sec.49 of the Factories Act, 1948. This led to the subject namely PERSONNEL MANAGEMENT where only some items like the importance of employee relations, salary relaxations, and differences between wages and salary have been discussed by a body called IIPM (Indian Institute of Personnel Management) from Kolkata, along with the National Institute of Labor Management (NILM) also from Kolkata.
After some more years, these two bodies merged to form the National Institute of Personnel Management headquartered in Kolkata again.
In 1990, several aspects have been added to this like How to maintain Employee relations, Performance appraisals, etc., etc., had been added by a body called the Society for Human Resource Management, which encountered another modification to PERSONNEL MANAGEMENT AS HUMAN RESOURCE MANAGEMENT.
So, PERSONNEL MANAGEMENT IS TRADITIONAL, AND HUMAN RESOURCE MANAGEMENT IS A MODERN ASPECT with many inclusions.
Hope you can understand this.
From India, Delhi
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Greetings for the day!
Thank you very much for thanking me!
Coming to your second question, we'll have a small discussion on this now.
In traditional times, we don't find anything with the name Employee relations. If the employee works, the employer pays him, and vice versa. Then the importance of maintaining employee relations has come into existence, and there is a need created to resolve any industrial disputes and conflicts.
So, in 1931, the Royal Commission of Labour in India (British Commission) under the chairmanship of Mr. J.H. Whitely recommended abolishing some malpractices and enhancing the relations with the employees, which is noticed to be important. After Independence, a Labor Welfare Officer was identified as PERSONNEL MANAGER created by legislation under sec.49 of the Factories Act, 1948. This led to the subject namely PERSONNEL MANAGEMENT where only some items like the importance of employee relations, salary relaxations, and differences between wages and salary have been discussed by a body called IIPM (Indian Institute of Personnel Management) from Kolkata, along with the National Institute of Labor Management (NILM) also from Kolkata.
After some more years, these two bodies merged to form the National Institute of Personnel Management headquartered in Kolkata again.
In 1990, several aspects have been added to this like How to maintain Employee relations, Performance appraisals, etc., etc., had been added by a body called the Society for Human Resource Management, which encountered another modification to PERSONNEL MANAGEMENT AS HUMAN RESOURCE MANAGEMENT.
So, PERSONNEL MANAGEMENT IS TRADITIONAL, AND HUMAN RESOURCE MANAGEMENT IS A MODERN ASPECT with many inclusions.
Hope you can understand this.
From India, Delhi
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Dear Reddy! Greetings for the day! Thanks for the thanks and I’m feeling very happy, by being a Corporate HR Trainer, it is my duty to make you all knowledgeful. Thanks for the co-operation.
From India, Delhi
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From India, Delhi
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Hi Santosh,
The subject "difference between Personnel Management and Human Resource Management" has been discussed in the same forum elsewhere a couple of times. There were views and feedback from certain people then.
I feel board moderators can coordinate with the "software Programmer" whenever the same topics are taken up for discussion by someone else again. Probably, the software should be able to trace back the previous discussions and bring the comments/views of those people so that repetition can be avoided. I have participated in the discussions earlier, and once again, I offer my views on this.
Personnel Management can be compared to the "Maintenance Department," and Human Resource Management can be compared with the "Production Department."
You would be aware that the Maintenance department does normal routine jobs like cleaning the machines, taking up breakdown maintenance, preventive maintenance, zero breakdown maintenance, etc. They also do periodical maintenance or shutdown of the plant, clean and overhaul the machines so that the machine downtime can be kept at a minimum level. These are their usual jobs.
Similarly, in Personnel management, people take up routine jobs like daily attendance maintenance, time office control, payroll processing, periodical filing of returns, statutory compliance and maintenance of records, renewal of licenses, daily housekeeping of the factory/office, etc. These are normal routines they need to perform.
Whereas, the Production Department, on the other hand, converts raw materials into finished products. The flow is Raw Materials ==> Process ==> Output. Raw material is sent to one side of operations, wherein activities like Center Punching, Lathing, Surface Grinding, Drilling, Internal boring, Broaching, Reaming, internal grinding, assembling, Magnet crack checking, Quality control, and then sent to the Store room where the parts are kept to be used for assembling machines.
Similarly, in the Human Resource Department, your raw material is nothing but your employee himself. When an employee joins an organization, you make him undergo an orientation/induction program, teach him about the functions and technical aspects of the job, set his KRA, administer quarterly/half-yearly/annual performance reviews, train/retrain him, administer his salary structure/salary review, award/reward him, do career planning and succession planning, and finally develop him as a person who can take up higher responsibilities in the organization. That is why HRD Department is known as the Human Resource Development department.
Hope you understood.
Balaji
From India, Madras
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The subject "difference between Personnel Management and Human Resource Management" has been discussed in the same forum elsewhere a couple of times. There were views and feedback from certain people then.
I feel board moderators can coordinate with the "software Programmer" whenever the same topics are taken up for discussion by someone else again. Probably, the software should be able to trace back the previous discussions and bring the comments/views of those people so that repetition can be avoided. I have participated in the discussions earlier, and once again, I offer my views on this.
Personnel Management can be compared to the "Maintenance Department," and Human Resource Management can be compared with the "Production Department."
You would be aware that the Maintenance department does normal routine jobs like cleaning the machines, taking up breakdown maintenance, preventive maintenance, zero breakdown maintenance, etc. They also do periodical maintenance or shutdown of the plant, clean and overhaul the machines so that the machine downtime can be kept at a minimum level. These are their usual jobs.
Similarly, in Personnel management, people take up routine jobs like daily attendance maintenance, time office control, payroll processing, periodical filing of returns, statutory compliance and maintenance of records, renewal of licenses, daily housekeeping of the factory/office, etc. These are normal routines they need to perform.
Whereas, the Production Department, on the other hand, converts raw materials into finished products. The flow is Raw Materials ==> Process ==> Output. Raw material is sent to one side of operations, wherein activities like Center Punching, Lathing, Surface Grinding, Drilling, Internal boring, Broaching, Reaming, internal grinding, assembling, Magnet crack checking, Quality control, and then sent to the Store room where the parts are kept to be used for assembling machines.
Similarly, in the Human Resource Department, your raw material is nothing but your employee himself. When an employee joins an organization, you make him undergo an orientation/induction program, teach him about the functions and technical aspects of the job, set his KRA, administer quarterly/half-yearly/annual performance reviews, train/retrain him, administer his salary structure/salary review, award/reward him, do career planning and succession planning, and finally develop him as a person who can take up higher responsibilities in the organization. That is why HRD Department is known as the Human Resource Development department.
Hope you understood.
Balaji
From India, Madras
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Knowledge is an unstructured form of information. When we talk, we might say someone has good knowledge, and once we acknowledge this, we can gather information from them. That is the difference. Knowledge will be transferred in the form of information.
From India, Madurai
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From India, Madurai
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Subject: Re: Difference between Knowledge & Information
Data, information, knowledge, and wisdom are four steps in learning practically anything. Data is a collection of facts at random. Arranging and classifying data make it useful information. Being able to draw certain conclusions with the help of available information and understanding or predicting events is knowledge. Wisdom involves a change in thoughts and behavior upon gaining knowledge.
For example, collecting names, ages, seasons, and reasons for a particular disease constitutes data. Arranging this data according to reasons, age, etc., provides us with information about the causes of the disease. By applying the mind, logic, and using the information, we can draw conclusions regarding the disease's causes, make predictions about its spread and control, etc. Wisdom comes into play when we change our food habits and take preventive measures. This concept is applicable to all fields of life.
YOGESHCHANDRA
From India, Mumbai
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Data, information, knowledge, and wisdom are four steps in learning practically anything. Data is a collection of facts at random. Arranging and classifying data make it useful information. Being able to draw certain conclusions with the help of available information and understanding or predicting events is knowledge. Wisdom involves a change in thoughts and behavior upon gaining knowledge.
For example, collecting names, ages, seasons, and reasons for a particular disease constitutes data. Arranging this data according to reasons, age, etc., provides us with information about the causes of the disease. By applying the mind, logic, and using the information, we can draw conclusions regarding the disease's causes, make predictions about its spread and control, etc. Wisdom comes into play when we change our food habits and take preventive measures. This concept is applicable to all fields of life.
YOGESHCHANDRA
From India, Mumbai
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