Technologies known collectively as Web 2.0 have spread widely among consumers over the past five years. Social-networking Web sites, such as Facebook and MySpace, now attract more than 100 million visitors a month. As the popularity of Web 2.0 has grown, companies have noted the intense consumer engagement and creativity surrounding these technologies. Many organizations, keen to harness Web 2.0 internally, are experimenting with the tools or deploying them on a trial basis.
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For many of today’s companies, a greater volume of work is expected from a limited number of employees. This environment makes it essential for companies to have a strategy in place to nurture and track employee talent. A lack of effective talent management can critically impact business operations and employee productivity. For example, companies without adequate sales and support training programs take longer to bring new products to market; customer retention issues arise from poorly trained support representatives; and employee productivity remains low when workforce talent is not aligned with business processes and goals.
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Since the beginning of the 90’s, organizations had been growing in a rapid way, becoming each more difficult to manage. The organization business cycle changed from 7 years in 1970-1980 to 12-18 months in the 90’s, and is even shorter nowadays. This change, transformed the organization world in a new and complex reality.

To be able to deal with this reality, organizations put a big pressure in the information access and information became the organization most valuable asset. But this asset, information object, as some main characteristics: exists in larges quantities, as many different ways, is very volatile, must have confidentially, must have integrity, must have availability, in resume, can be very difficult to handle.
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