hrm in libraries and information centers by dr. m. ishwara bhat bits pilani pilani campus
TRANSCRIPT
HRM in libraries and information centers
by Dr. M. Ishwara Bhat
BITS PilaniPilani Campus
Paradigm shift in LIS
• Natural evolutionary changes : perform old tasks better through the automation of housekeeping tasks such as reference work, bibliographic services, cataloguing, serials, circulation and acquisition, marketing, outreach etc. which are performed more efficiently in an ICT environment
• Transformatory changes : on the other hand, include the emergence of new functions arising out of an expanded, demand driven information society, wider and/or interdisciplinary jurisdiction and closer focus on user needs
Importance of HRM
• In growing knowledge economy, the role of HR is paramount.
• Staff can make or mar our libraries.• There are several HRM responsibilities of
librarians.• 50% of the cost in libraries goes towards staff.
HRM responsibilities of librarians
• Placing the right person at the right job;• Orientation to the new staff;• Training library staff for jobs new to them;• Improving the job performance of each staff;• Gaining cooperation and developing smooth working relationship;• Interpreting institution’s policies and procedures;• Controlling staff costs;• Developing the abilities of each person;• Creating and maintaining library department’s morale;• Protecting the health and physical condition of library staff.
Technological challenges on HRM
• We need HR who can manage both print and electronic resources seamlessly.
• We need HR who can envision libraries of the future, design and build them
• Users are empowered; many times more knowledgeable and connected than the library staff.
• Speed is the mantra.• Pressures of globalization; user expectations rising; puts
additional pressure on libraries.• Continuous staff development is the key.
Competency skills for new LIS (Ref : Paper by Ajeemsha and Dr Madhusudhan )
Word processing Digital library devt. File management
Presentation skills Web 2.0 Virtual reference service
Automation Knowledge Management Storage devices
Database creation Digital content devt. Deep web knowledge
LMS Software skills Video conferencing Digital archives mgt.
Webpage development OSS installation & devt. Scanners and PDA
Networking Developing consortia RFID
Computer Hardware IPR & Copyright ILL & DDS
Internet protocol & VOIP Spreadsheets E-book readers
Security competencies Inf. Retrieval skills Metadata
Troubleshooting & Maint. Web navigation Photoediting/image processing
LIS Education in India
• 105 universities offering BLIS ; 78 universities offering MLIS; 21 universities offering integrated MLIS.
• Quality issues- Too many students;- Faculty student ratio;- Inadequate qualified faculty;- Inadequate interface with the practicing librarians; - Inadequate teaching laboratories;- Includes many not-so-priority content;- Inadequate IT content- Emphasis on theory; no thrust on practice;- No thrust on research;- Unable to attract bright candidates.
Examples of not-so-priority contents
• PRECIS and POPSI indexing system• Library development in India with reference to Saraswati Mahal
Library, Bhandarkar Oriental Research Institute, Asiatic Library.• Information : Characteristics, Nature, Value and Use.• Transborder data flow, barriers, access, economic, legal, linguistic,
and cultural.• Information systems and centres : NAPLIS, NISSAT, UNISIST, INIS,
AGRIS, DEVSIS, Institute for Scientific Information
• Trends in library classification : CRG, ISKO, FID –CR• Library movement in India, UK and USA.• Library finance (PPBS, ZBB)• Information transfer cycle generation
Examples of not-so-priority contents (contd)
Paper - Library and the community
1. Definition and characteristics of information, information flow and transfer (25% weightage).
2. Information communication channels : Use of information by different user groups, user behavior (25% weightage)
3. Social issues relating to library and information : Social, cultural, economic and other factors affecting development and use of libraries (25% weightage)
4. Professional associations and international agencies (ILA, IASLIC, IATLIS, LA, ALA, IFLA, FID, UNESCO, ASLIB etc) and their contribution to the growth of libraries (25% weightage)
IT intensity in LIS schools of US (Ref : Study by Jamshid Behesti in 2000)
Concepts Intensity scores
Technology 347
Management 249
Organization of information 170
Database development 132
Searching 117
Collection development 112
Mathematical methods 110
Sociocultural 105
Course on Digital Library in Univ. Alberta, Canada
By the end of the course, the students should be able to : • Gain a critical understanding of the concepts of and approaches to
digital libraries; • Demonstrate an understanding of the issues of information
representation, organization, access and retrieval in digital libraries;• Develop methods and skills to analyze and evaluate the major
components of digital libraries;• Identify and discuss technical, social, economic and cultural
implications of digital libraries;• Develop a small digital library using Open Source software.
Work-integrated training in library operations at BITS Pilani (One Year duration)
Modules1. Library Classification, Cataloguing and Book Preparation
2. Reference and Information Work
3. Library automation and web skills
4. Text Book and Reports Sectional work
5. Lending
6. Periodicals & Binding
7. Book Selection and acquisition
8. Library marketing and Book weedout processes
9. Project 1 (Compilation of bibliography) 1 month
10. Project 2 (Guided research) 2 months
11. Computer skills (1 month)
12. Communication skills (1 month)
Staff development and training
• Professional seminars and conferences;• Training offered by software/hardware vendors;• Reimbursement of course fees;• In-house training;• Hand-holding and mentoring;• Experiment at BITS Pilani;• Job restructuring; • Job rotation.
Training areas
Training areas Training areas
Selection/evaluation of e-resourcesPreservation of e-resourcesBuilding digital librariesIPR and copyright issuesRFID ImplementationE-marketing of librariesPublic relation for librariansMarketing library servicesCustomer careTeambuilding (for senior library staff)Quality Library ServiceTeamworking
TQMNegotiation skillsConflict ManagementWeb-designing for libraries Training for trainersRemote access methodsLibrary automationMigration to mobile applicationsResearch methods and use of statistical analysis
Performance appraisal
• Have systems in place; • Usually done once in a year;• Closed vs Open appraisal;• 360 degree appraisal;• Feedback to the employee is to be given
regularly in case of under-achievement; • Appraisal has to be supported by facts and
evidence.
Motivating library staff
• Maslow’s theory of motivation has to be understood• Create a conducive work environment• Have systems in place• Role of Head of the library is vital- Acknowledgement of a work well done;- Effective discipline and punishment;- Treating employees fairly;- Training;- Basing rewards on job performance;- Small steps go a long way;- Giving higher responsibilities/challenging tasks;- Consulting employees in decision making;
Motivating the staff (contd)
- Restructuring jobs & job rotation; - Solving problems as soon as possible;- Conducting meetings professionally;- One minutes praise; one minute reprimand;- MBWA;- Encourage the staff to try new ways/innovate;- Give credit; help them when they fail;- Physical facilities for the staff;- Working tools such as PCs, internet, scanners, etc;- Best employee of the month award.
Maslow’s Pyramid of human needs
One Minute Managerby K. Blanchard & S. Johnson(William Morrow, 2003)
Career growth opportunities (Ref : IFLA Best Practice Indicators for staff devt.) Transparent policy has to be in place for - Regular learning needs assessment;- Broad range of learning opportunities, both introductory and
advanced, be made available;- Organizational commitment to staff development and continuing
education;- Wide dissemination of information about courses be made available;- Continuing education (CE) programs designed to meet identified
needs;- Documentation of participation of the staff and recognition in career
promotion decisions;- Minimum 0.5 to 1.0% of the institutional budget be earmarked for
CE;
Career growth opportunities (Contd)
- About 10% of work hours be provided for attending training programs, workshops, seminars, etc.;
- Regular Evaluation of CE and staff development programs;- Research into the efficacy and outcomes of CE and staff
development programs.
Conclusion
• Human resources are the most important resources in our libraries;
• Conducive environment is required for developing a high performance culture;
• Responsibility lies on the leadership to develop, motivate and get best out of HR;
• Training is the key in the new LIS scenario.
