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1.
迎接图书馆信息化革命的挑战——图书馆员工培训与服务技能的提高 总被引：7，自引：0，他引：7
李芳 《图书馆工作与研究》2000,(4):4-6
本文从员工培训的角度着手,论述了图书馆在图书信息服务迅速变化发展的今天,如何结合图书馆硬件设施的改善来提高服务水平这一论题,并对图书馆员工培训计划的制定,培训方法的选择,培训计划的执行等问题做了探讨。 相似文献
2.
建立现代图书馆员工培训与开发系统，不断提升图书馆员工素质，是图书馆未来发展的客观需要。本文就建立图书馆员工培训和开发的系统模型进行具体论述。 相似文献
3.
大学图书馆新员工培训中的组织社会化模式——解读北卡罗来纳州立大学图书馆新员工培训方案 总被引：1，自引：0，他引：1
北卡罗来纳州立大学(NCSU)图书馆建立了一个新员工培训方案,这个方案基于这样一个理念:早期的组织社会化(organizational socialization)对新员工今后的成功有着重要作用.它的培训模型包括针对性的培训会议、一览表、图书馆关键部门和关键人物单独会见新员工等.本文详细介绍了图书馆的培训方法并对此进行了深入的分析和研究[1]. 相似文献
4.
从"木桶原理"谈图书馆员培训 总被引：4，自引：0，他引：4
提升图书馆服务能力是图书馆服务工作的主要方向,人员培训成为提升服务能力的保证,本文移植经济学中“木桶原理”,对图书馆员工培训进行探讨。参考文献3。 相似文献
5.
根据《普通高等学校图书馆规程(修订)》对图书馆员提出的要求，提出加强员工的教育和培训是提高图书馆人员整体素质的一个重要途径，并就图书馆开展教育培训的问题，提出了想法。 相似文献
6.
进行岗前培训,对宾馆、酒店的员工来讲,已成为惯例.而对于图书馆的工作人员来讲,却大都缺少这一课.诚然,图书馆这几年新进的人员,学历普遍较高. 相似文献
7.
分析了目前图书馆人力资源管理存在的主要问题,并重点阐述了现代图书馆开展人力资源管理工作应从建立灵活有效的用人机制、员工培训开发、激励员工等方面入手. 相似文献
8.
悉尼大学图书馆管理特色 总被引：12，自引：0，他引：12
本文研究分析了澳大利亚悉尼大学图书馆在管理体制、机构组织、发展规划、工作流程规范建设、员工参与管理、员工发展培训、内部通信交流体系、图书馆信息技术服务管理等方面的管理特色。 相似文献
9.
实施继续教育是新时期社会发展的必然趋势,而素质培训则是继续教育的本质要求,加强和落实这方面的工作和措施,有助于图书馆事业的发展和员工全面素质的提高。 相似文献
10.
结合北京林业大学图书馆读者调查,论述读者培训工作的必要性和紧迫性,分析目前高校图书馆读者培训的现状,提出高校图书馆做好读者培训工作的措施。 相似文献
11.
Craig Evans Passley 《资料收集管理》2013,38(4):267-300
In the pursuit of new and actionable knowledge, the author conducted fieldwork in New Orleans four years following Hurricane Katrina. Since archival staff and restorers can be involved in moderate to major catastrophic disasters in archival institutions, differences in priorities between archival staff and restorers provide insight into each group's procedural preferences for ranking training topics. When 185 archival staff and 52 restorer respondents ranked training topics for importance, statistically significant differences were exhibited in five out of twenty-one training topics (α = .05). Since both groups have different job-specific skills, there exist reasons for differences in training topic rankings. 相似文献
12.
This case study describes the development and implementation of a home-grown internal training program to teach the reference staff at a U.S. federal government library a new process for obtaining research materials that are not owned through alternative means rather than through the traditional interlibrary loan. Proficiency in the new process and increased use of existing resources were goals of the program. Included are the activities related to planning, logistics, success indicators, and lessons learned in the development and delivery of the in-house training program. 相似文献
13.
《Cataloging & classification quarterly》2013,51(3):95-98
ABSTRACT A survey was designed for new department heads to use in facilitating introductions with a new staff. Questions focused on eliciting information about individuals' skills, training needs, and job satisfaction. Background, lessons learned, and the survey with results are included. The author presented this paper at ALCTS/CCS Heads of Cataloging Departments Discussion Group, ALA Midwinter, 1999. 相似文献
14.
随着近年来我国自然科学类博物馆数量和规模的迅速增长,人才问题日益凸显。本报告通过问卷调查和访谈的方法,对我国自然科学类博物馆人才队伍结构以及人才队伍培养的现状、问题与需求进行调研和分析,认为我国自然科学类博物馆人才队伍存在学历结构偏低、经验不足等问题,同时人才培养缺少有效途径、有针对性的培养方案和足够的资源支撑。在此基础上,本文提出了建立人才队伍培养的差异化方案、专业化的人才队伍评估体系以及多元化的人才队伍培养资源等对策建议。 相似文献
15.
Sherab Chen 《Cataloging & classification quarterly》2013,51(2):221-234
ABSTRACT This article investigates an innovative approach to training non-traditional employees, particularly student workers, in a library's cataloging department. The author presents guidelines and pedagogical aspects of designing e-learning courseware for basic cataloging training, reviews some challenges and difficulties encountered in the project, and introduces the content and structure of prototype 2 of the courseware. This e-learning courseware for basic cataloging can be adapted to facilitate the training of other groups of new staff in the cataloging department. 相似文献
16.
This study employed a sequential, mixed-method confirmatory research design to assess the impact of the delivery of library staff asynchronous online training at four levels of instructional intervention and workplace integration on short- and long-term knowledge acquisition/retention, self-efficacy, and job performance. The study utilized a pretest, posttest, and delayed posttest design with 192 staff members from twenty-seven public libraries in the United States completing all phases of the four-month longitudinal study. The study proposed an evidence-based, comparative evaluation framework to discern effectiveness of competency-based online training and the impact of varying online training implementation practices. The study found that all levels of instructional intervention resulted in significant short-term knowledge acquisition and enhancement of self-efficacy, and the three approaches that utilized facilitation resulted in long-term knowledge acquisition and improvement in self-efficacy. The impact on long-term workplace practices resulted in unique findings for small and large libraries. The researchers recommend further research in online training evaluation and best practices in public library online training. 相似文献
17.
在公共图书馆的员工培训过程中,经常会出现一些诸如员工学习热情不高、培训内容与实际需求脱节等问题。将企业人力资源管理中的培训需求分析理论应用于公共图书馆的管理实践中,是解决上述问题的一种方法。在公共图书馆,可以依次从组织层面、岗位层面和员工层面开展培训需求分析。 相似文献
18.
人力资源管理理论的导入与当今图书馆员培训 总被引：5，自引：0，他引：5
图书馆作为知识信息的传播中心，其实力来源于图书、资源、设备、人员、技术等，而在这些资源要素中，人力资源占据着极其重要的地位。然而，现实的状况却造成了图书馆人力资源供给与需求的严重不平衡。图书馆应按照一定的程序，采取相应的方法，依据人力资源管理的基本原则，对馆员进行基本技能培训、解决实际问题能力的培训，人际交往能力的培训以及态度培训等，从而全面提高图书馆员的素质。 相似文献
19.
《College & Undergraduate Libraries》2013,20(2):19-29
Staff members are valuable resources in a library; they also represent the single largest investment. As such, it is imperative that administrators not waste that investment by failing to provide training and development opportunities. This paper demonstrates that a broadened concept in staff development is important and possible. It also describes the steps one library took in establishing a staff development plan, the membership of the committee that developed the programs, types of programs provided, what worked and what didn't work, and how, with modest expenditures, a successful investment can grow and provide benefits for everyone. 相似文献
20.
Rachel A. Erb 《期刊图书馆员》2015,68(1-4):92-105
In 2012, the Colorado State University Libraries’ Technical Services Department reorganized, which provided the catalyst to reconfigure paraprofessional staff positions. Staff are either part of the state classified system or are considered administrative professionals; both categories dictate the extent to which positions can be expanded to encompass assisting with managing electronic resources. This presentation is an account of how NASIG’s Core Competencies for Electronic Resource Librarians are scalable to be used in restructuring staff positions that assist with managing resources. Special attention will be paid to various modes of training that enable paraprofessionals to learn processes associated with electronic resources work. 相似文献