Ramky,
training is to KM like HR to a manufacturing company. It is a core
function of any business and of KM. Throughout any KM solution,
training and learning is necessary to make knowledge flow, creation,
capturing, etc. etc. happening in the first place. The key is to
understand that training/learning does have a in-direct impact on the
outcome of KM activities.

Yes, IMHO someone heading a training/development function does have a
KM portfolio. There will need to be a strong framework of
training/learning capabilities within the organization, measurements
of the impact, feedback loops to continously improve the function and
the alignment with the corporate KM objectives. Look at it this way -
training/learning is one of the knowledge delivery channels and
fosters the flow of knowledge through an organziation - most critical
to any KM effort. KM can get as complex as you want it to be. At some
point you may require expert help.

Please let me know if this is helpful to you.
Respectfully,
Stefan Lafloer
CKO, InsightKnowledge Inc.
Vipassananana - "What we did not know before and what we didn't see
before, now we develop this knowledge"
email: capitalize@...