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Staff development as opposed to staff training demands a different kind of learning approach. Library staff who are accustomed to the passive learning of technical skills, often equating training with instruction, can be less confident in an active learning environment. The paper describes the design and delivery of a staff development programme which focussed on issues of customer care, interpersonal skills and rules and procedures. Group interactions and outcomes of the programme are analysed and modifications considered. It is concluded that the benefits of a staff development programme both to the service and to individuals within it can be considerable but that success depends on the willingness of individuals to take responsibility for their own development and on the commitment of management. 相似文献
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《The Reference Librarian》2013,54(25-26):617-629
Public libraries have added access to online intermediary searching and end-user systems, but have not based the decision to do so on in-depth study of needed skills, impact on staff and projected benefit to patrons. If quality online searching is to be provided, methods of staff selection and development need to be seriously considered. The role of the online searcher is defined, as are the qualities, skill and expertise necessary for the job. Guidelines for staff selection are listed under four categories: (1) education, (2) experience, (3) present level of knowledge/skill, (4) general reference ability, Three types of staff training programs are listed: (I) general orientation for all staff (2) training in the fundamentals of online searching, and 3) online searcher development and training. Content requirements !or each of these programs are provided. The need for well planned staff selection and development methods is acute if quality online search service is to be provided in public libraries. 相似文献
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Barbara Foster 《International Information and Library Review》2013,45(2):105-111
This paper focuses on problems of accelerated staff turnover by looking in retrospect at the staffing phases that the University of Zimbabwe Library went through. Between 1991 and 1993, staff turnover culminated in a loss of over 55% of the professional staff from an establishment of 25 (professional staff). The paper discusses three categories of problems and situations that led to the accelerated staff turnover, and the turnover's impact on the library service. Suggestions are made on ways in which the situation could be remedied and possibly prevented from recurring. Staff retention strategies discussed include among others, human resources planning and development, staff motivation, organizational redesign, and competitive remuneration packages. This paper concludes that human resources are perhaps the most vital resource required to run an institution, and as such, should be given a corresponding priority in the strategic planning process. 相似文献
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本文通过剖析信息素养的概念和内涵,总结了信息素养的本质和发展规律;从医疗服务模式的转变、临床诊疗和科研创新要求以及医学图书馆发展3个方面阐述了现阶段医学图书馆助力提升医务人员信息素养的重要性,指出了目前医务人员信息素养存在的问题,重点探讨了医学图书馆助力提升医务人员信息素养的途径,以期为后疫情时期制定相应的策略和措施提供理论指导和科学依据。 相似文献
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Linda M Hartman Rebecca A Abromitis Alice B Kuller Barbara A Epstein 《Journal of the Medical Library Association》2005,93(2):271-277
OBJECTIVE: A staff development committee (SDC) was convened to implement staff development opportunities for an academic health sciences library system comprised of three separate facilities. The charge for the SDC was to: (1) develop programs to enhance workplace skills and personal growth, (2) communicate the availability of existing programs at the university and medical center, and (3) encourage the staff to participate in these opportunities. PROGRAM: The committee created goals and objectives and developed a survey designed to give staff the opportunity to provide input for this initiative. With an 80% response rate, the survey results were used to plan 15 events based on staff needs and preferences. First-year attendance for SDC-sponsored events was 459. Committee members served as liaisons for each event. Two forms were developed to facilitate event planning. A monthly announcement sheet, email reminders, and the library's local area network are used to communicate upcoming SDC events and encourage attendance. CONCLUSION: This approach can serve as a useful model for similar program planning in any organization. 相似文献
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《图书馆管理杂志》2013,53(2):39-46
This paper urges the establishment of a stranger relationship between staff development and the requirements and obligations of equal employment opportunity considerations. The legal climate is explored, along with various organizational barriers that impinge on these issues. A number of suggestions are made for assuring that staff development efforts meet equal employment opportunity and affirmative action objectives. Finally, several unresolved issues are discussed. 相似文献
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《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
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《Public Library Quarterly》2013,32(3):295-304
The study investigated staff deployment at the reference service points of two large and two small local public libraries in the Sydney metropolitan area. Hypotheses investigated concerned expected differences between large and small libraries. The method used involved identification of the levels of staff employed and observation of tasks performed by staff. The results revealed significant differences between types of activities performed in the large and small libraries with the staff in the former performing more reference related tasks. The combined reference/circulation desk is seen as a problem in developing reference service. Staff attitudes are also considered to play an important part in the development of reference service. 相似文献
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高等职业院校图书馆的困境与出路 总被引：7，自引：0，他引：7
高等职业教育在我国刚刚起步,绝大多数院校由中等专业学校转型而来。通过对高等职业院校图书馆的调查发现,普遍存在馆舍面积小、经费投入严重不足、人员结构不合理和整体学历水平偏低等问题。在高等职业教育迅猛发展的今天,高等职业院校图书馆则面临着数字图书馆的挑战,它虽是高等院校中的名副其实的“第三世界”,但如何正视图书馆所面临的困境,转变观念,抓住机遇,探索职教图书馆发展电子图书馆的新路子,是图书馆工作者面临的课题。建议加大图书馆的投入与改造,全面提高图书馆工作人员特别是专业人员的素质,改善工作人员结构,为高等职业教育的发展作出贡献。 相似文献
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Awareness and understanding of copyright laws are critical in the proper administration of copyright in academic libraries. Data from 38 library staff and 4 head librarians was used in a sequential explanatory mixed methods approach to assess the level of awareness and understanding of copyright laws among library staff with regards to balancing user rights with rightsholder rights in academic libraries in Ghana. The data was collected using questionnaires and qualitative interviews. Though awareness of all the copyright laws, which was not influenced by the educational status of staff was high, the level of understanding was lower. Work experience, schedule of work and current position of staff significantly influenced the level of understanding. The generally moderate level of understanding of copyright laws for library staff; particularly for fair use and creative commons licensing, is a worrying development for copyright administration in academic libraries in Ghana. 相似文献
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《Legal Reference Services Quarterly》2013,32(4):259-274
Abstract Book selection services are just one of the resources used by law libraries for collection development purposes. They function as a new title pre-selection service, saving collection development staff hours of time sifting through thousands of new publisher offerings to access those materials which meet their specific collection needs, resulting in far more efficient use of library staff time. They also serve as a one-stop shopping center, providing materials without the hassle of dealing with individual publishers and staff. This article is based on a yearlong study comparing just two services used by the Law Library at the James E. Rogers College of Law, University of Arizona, and examines a few specific areas of concern to that institution. It is not meant to be a comprehensive review or comparison of either service. 相似文献
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德国科隆中央图书馆馆长汉内洛尔·福格特(Hannelore Vogt)博士在学术报告中介绍了科隆图书馆的概况、图书馆发展战略规划和实施细节、图书馆激励机制和员工发展。科隆图书馆的发展战略和面对网络信息化的应对措施、发展战略的行动领域及重点领域、发展战略的核心要点及解决方案、图书馆员工发展的实现途径对我国图书馆制定战略规划与开展图书馆服务具有借鉴价值。 相似文献
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Cheshier RG 《Bulletin of the Medical Library Association》1972,60(2):325-332
In 1969 the Cleveland Health Sciences Library began an Institutional Membership. This was to be a fee-for-service arrangement to provide for library service, consultation on library and related matters, and development of educational programs for a wide range of institutional staff. Over fifty institutions now belong. Experience suggests that serious questions are raised by such a relationship between a resource library and libraries in a number of institutions. The membership involves a per capita cost for Cleveland hospitals with house staff, and a cost-plus-fixed-fee for others. Total access has been provided in hopes that experience in use can lead to the development of costs and policies. 相似文献
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基于笔者在美国加州大学伯克利分校图书馆的学习考察,认为该馆有应对馆藏转型发展、馆舍空间变化和组织结构调整的积极行动;重视新形势下研究型图书馆任务的重新定位;注重以绩效工资改革与人员评价体系为基础的激励机制;强调图书馆在本科生研究中的作用;突出院系联络重点与全方位嵌入服务一线。据此,对我国高校图书馆提出以下建议:强化图书馆的战略规划与发展定位,不断完善馆员激励机制,加大馆藏资源建设力度,拓展嵌入式学科服务层面,持续加强馆舍空间建设,尝试推出本科生研究项目,探索开展数据研究和分析工作。 相似文献
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分报告三：耶鲁大学图书馆考察报告 总被引：5，自引：0，他引：5
文章从战略规划、信息服务和员工发展三个角度剖析耶鲁大学图书馆在运行管理方面的实践经验。在战略规划方面,指出耶鲁大学图书馆强调参与教学和学习、注意加强对特殊材料和特殊藏品的收藏、激发研究和学习的环境;在信息服务方面,阐述耶鲁大学图书馆重视学科化服务、开展个性化服务、注重将新技术嵌入到图书馆的信息服务、注意挖掘基于特色资源的服务;在员工发展方面,概括出耶鲁大学图书馆具有明确的在岗人员基本素质要求、合理的等级岗位聘任制度、清晰的图书馆岗位绩效考核制度以及多方位的人才引进策略。在此基础上,指出耶鲁大学图书馆的运行管理可为我国图书馆的发展带来三方面的启示：合理可行的战略规划是图书馆可持续发展的行动指南;服务至上的理念是图书馆体现自身核心价值的亮点;馆员及馆内相关工作人员的科学管理和职业发展空间的可预期是图书馆发展的重要保障。 相似文献
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Simone L. Yearwood 《Journal Of Access Services》2017,14(3):146-152
In the summer of 2013, staff in the Access Services unit of an academic library began a cross-training and collaboration project in an effort to provide continued library service to the campus community. The cross-training was established in an attempt to address a shortage of staff as a result of budget cuts. The cross-training resulted in the transitioning of the Access Services units and the creation of a collaborative team. The development of cross-training and its benefits are addressed in addition to lessons learned. 相似文献
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本文分析研究了目前我国公共图书馆在人才队伍方面存在的主要问题及成因 ,并结合图书馆可持续发展的要求提出了加强人才队伍建设 ,提高馆员创新能力的举措 相似文献