SlideShare a Scribd company logo
1 of 9
INTRODUCTION
Library staff training and development is a crucial element in ensuring positive user experiences
Within libraries. A staff component consistently exposed to relevant training and development interventions
should not be underestimated

 We know that successful candidates placed on the jobs need training to perform their duties effectively.
Workers must be trained to operate machines, reduce scrap and avoid accidents. It is not only the workers
who need training. Supervisors, managers and executives also need to be developed in order to enable them
to grow and acquire maturity of thought and action. Training and development constitute an ongoing process
in any organization. This assignment is devoted to a detailed discussion on the nature and process of training
and development.
       As a brief review of terms, training involves an expert working with learner’s to transfer to them
certain areas of knowledge or skills to improve in their current jobs. Development is a broad, ongoing multi-
faceted set of activities (training activities among them) to bring someone or an organization up to
another threshold of performance, often to perform some job or new role in the future.

Definition:
Training:
Is the formal and systematic modification of behavior through learning which occurs as a result of education,
instruction, development and planned experience.

 Development:
Is any learning activity, which is directed towards future, needs rather than present needs, and which is
concerned more with career growth than immediate performance.

Nature of Training and Development:
In simple terms, training and development refer to the imparting of specific skills, abilities and knowledge to
an employee. A formal definition of training and development is - it is any attempt to improve current or
future employee performance by increasing an employee’s ability to perform through learning, usually by
changing the employee’s attitude or increasing his/her skills and knowledge.
The need for training and development is determined by the employee’s performance deficiency, computed
as follows:



  Training and development need= standard performance-actual performance



When does the need for training arise?
   The installation of new equipment or techniques.
   A change in working methods.
   A realization that performance is inadequate.
   Labour shortage, necessitating the upgrading of some employees/Librarian.
      A desire to reduce the amount of scrap and to improve quality.
      An increase in the number of accidents.
      Promotion or transfer of individual employees/Librarian.
      Ensures availability of necessary skills and there could be a pool of talent from which to promote
       from.


Advantages of training :
    Leads to improved profitability and/or more positive attitudes toward profits orientation.
    Improves the job knowledge and skills at all levels of the organization/Library.
    Improves the morale of the workforce.
    Helps create a better corporate image.
    Improves the relationship between boss and subordinate.
    Improves the relationship between boss and subordinate.
    Learns from the trainee.
    Provides information for future needs in all areas of the organization/Library.
    Improves labor-management relations.

Disadvantages of training
    Can be a financial drain on resources; expensive development and testing, expensive to operate?
    Often takes people away from their job for varying periods of time;
    Equips staff to leave for a better job.
    Bad habits passed on.
    Narrow experience.

Role of training:



                                         Business/ Library
                                           Environment




                                           Changes and
                                             Challenges




                                             Learning &
                                           Implementation




                                           Business/Library
                                              Excellence
1. Role of Training

Staff Training and development
Welcome pack:
     When staff join the Library, sent a welcome pack with their letter of appointment. The welcome pack
includes the Library's Mission statement and aims and objectives and guiding principles/core values,
the annual Library review, information about the Staff Development Hour plus a site plan and the
University term dates.
Induction pack:
On their first day, they have an induction chat with the Librarian who gives them the induction pack. The
pack includes an information sheet for new staff, the line management structure and staff organization chart,
further information about the Staff Development Hour, information about email and registration with IT
Services, and a variety of other useful guides and leaflets.
They are introduced to staff in Library Administration, given keys and a locker. They then go to their section
where they meet their colleagues and are given a tour of the building.
Orientation week:
New librarian has an orientation week sessions in: User Services, Acquisitions, Cataloguing,
Administration/Systems and Faculty Teams/Subject Floors. Librarian also receive one-to-one training and
information on health and safety, including manual handling and emergency procedures. Librarian receive
individual training in searching the Library catalogue.
Orientation sessions in the Staff Development :
Librarian should go to the orientation sessions included in the Staff Development Hour: Do it with Library
Style, Map resources in the Library, Disability awareness, and Web quiz.
Library induction programme:
Librarian attend a one-day library induction programme .
Existing staff can also sign up for a CSTD session on "How the University works" for a clearer idea of the
structure and functioning of the Library.
Aims of the orientation training
to enable the new member of staff to see how they fit into the Library operations as a whole and the library in
general .
To make them aware of the work of their colleagues in other sections.
On-the-job training
Within their own sections, all staff are given on-the-job training in order to work effectively within their
team. This will normally involve a gradual introduction to the section and the systems and procedures. staff
should be able to perform well within their section.

When changes take place in procedures or systems, training is given within the section or arrangements are
made for all staff to attend sessions (eg the introduction of MARC21 in Cataloguing, upgrades to the Library
management system).

The aim of the on-the-job training is to enable the staff member to work efficiently and confidently within
the team.
Staff Development Hour (SDH)
During term-time, the Library Should provides a weekly Staff Development Hour (SDH). The aims of the
programme are:

Allow staff to increase their awareness of the work of their colleagues within the Library and the University
Update their IT skills.
Develop their customer care skills for working with students and staff.
Find out about electronic and printed resources offered by the Library.
Be aware of professional and management issues.
Be knowledgeable about other types of libraries and collections in the region.
The Library has staff at various grades and the SDH is available and relevant to all of them.

Graduate Trainees:

        Graduate training ,which provides one-year work experience between the first degree and
undertaking a professional LIS qualification. Like the trainee liaison librarians, graduate trainee library
assistants have regular meetings with the Librarian/Senior Managers to discuss professional issues.
Development process of Library training and development plan:




                                               Training and                                                     Implementation
                                               development
        Staff Member &                                                  Capture all
         Line manager                          needs                      needs
         discussion                         All training &              Identify training                Evaluation
        Important                           development                  providers                        ROI(return on
         resources:                          needs are send               (Internal or                      investment )
        Special skills plan                 to the Training              external)                        Statistics
        Generic HR                          Librarian                   Develop
         Prospectus Library                                               training plan
                                                                         Budget

             PM Planning                                                      Developmen
                                                                              t of training
                                                                              plan




                   2.Development process of the libraries training and development plan



At the beginning of every year all Line Managers at Libraries have performance management
Planning meetings with their staff. During this first meeting the Line Manager and staff member
identify any training and developmental needs. Further training needs might also be identified during the year and there
are a few resources that are available to the staff to assist them with this planning and are as follows:

           Management and Leadership
           Information Technology (IT) and Digitization
           Information Services
           Technical services and E-resources
           Quality Assurance
           Library Research
           Training & Development
           Support Services

Library Specific Training Needs:
There are also library specific training needs that are not necessarily covered in those resources. These skills could
range from implementing new library specific systems and software, introducing new products to our library staff and
many more. The role of the Training Librarian for staff development is as follows:

 Communicate process and relevant documentation to library staff.
 Compile and implement the annual training plan.
 Identify suitable training providers and facilitators.
 Ensure that all nomination forms for courses on the “Generic Learning and Development prospectus” reach the HR
  L&D department          .
 Organize payment of training providers and facilitators.
 Evaluation and assessment.
 Identify ROI (return on investment) strategies.
  Record-keeping and statistics.



Training and development internal library guidelines:
        “The intent of this guideline is to provide a framework to staff and their line managers and to ensure
that staff receives the necessary training and development at the right time while keeping in mind the
demands of day to day operations. The objectives of training and development of staff within the library are
to provide staff with the necessary skills to improve work performance and enable staff to adapt to constant
changes while developing personally. Staff development needs should mainly derive from the objectives of
the strategic plans of the library and institution as a whole.”
The responsibility of establishing training needs is threefold. The Line Manager, the Staff Member and the
Training Librarian all have roles to play.
Line
                                                   Manager




                                                  Steff Training
                                                        &
                                                  Development

                                  Trainin                               Staff
                                 Librarian                             member




                                        3. Internal chain




Line Managers:
Line Managers work closely with their staff. Performance contracts are developed every year at given period
between the line manager and their employees. Each performance contract has development needs section
where staff and their Line Managers should indicate any training and development needs/gaps. These
sections are used by the Training Librarian to plan the training interventions for the year.

Staff Member:
Training and development is a primary personal work responsibility of every staff member. If a staff member
identifies an area for further development, the staff member should discuss this need with his/her Line
Manager as well as with the Training Librarian. Agreed needs should then be included in the performance
contracts.

Training Librarian:
The Training Librarian will initiate certain training initiatives based on requests directly linked to the
strategic plan of the library as a whole, requests related to the job and based on the services offered by
Libraries as well as any other new and continuing training requirements of library staff.

Conference Attendance Internal Library Procedure:

This procedure should be followed when a staff member would like to attend a conference.
 “Staff members delivering a paper/poster;
 Staff members on the organizing committees or any other relevant committees;
 Relevance of topic ofthe conference with regards to the staff member’s portfolio;
 Budget requirements.”
References :

  http://extra.shu.ac.uk/sinto/Issues/Documents/Training%20survey.pdf

  http://www.reading.ac.uk/library/about-us/policies/lib-staff-training.aspx

  http://www.scribd.com/doc/17342257/Training-and-Development

  http://traininganddevelopment.naukrihub.com/training.html

  http://docs.lib.purdue.edu/cgi/viewcontent.cgi?article=1134&context=iatul

  http://www.managementstudyguide.com/training-and-development.htm

More Related Content

What's hot

Special libraries
Special libraries Special libraries
Special libraries Sadaf Rafiq
 
DOCUMENT SELECTION AND ACQUISITION
DOCUMENT SELECTION AND ACQUISITIONDOCUMENT SELECTION AND ACQUISITION
DOCUMENT SELECTION AND ACQUISITIONEducational Learner
 
Library and information science: an evolving profession
Library and information science: an evolving professionLibrary and information science: an evolving profession
Library and information science: an evolving professionJolo Van Clyde Abatayo
 
Dictionary catalogue vs classified catalogue
Dictionary catalogue vs classified catalogueDictionary catalogue vs classified catalogue
Dictionary catalogue vs classified catalogueAparna Sane
 
Forms of catalogue
Forms of catalogueForms of catalogue
Forms of cataloguePrince Raja
 
Forms of catalogue
Forms of catalogueForms of catalogue
Forms of cataloguePrince Raja
 
Statistics for Librarians: How to Use and Evaluate Statistical Evidence
Statistics for Librarians: How to Use and Evaluate Statistical EvidenceStatistics for Librarians: How to Use and Evaluate Statistical Evidence
Statistics for Librarians: How to Use and Evaluate Statistical EvidenceJohn McDonald
 
The reference section
The reference sectionThe reference section
The reference sectionmoran23
 
Collection evaluation techniques for academic libraries
Collection evaluation techniques for academic libraries Collection evaluation techniques for academic libraries
Collection evaluation techniques for academic libraries ALISS
 
Issues in Special Libraries
Issues in Special LibrariesIssues in Special Libraries
Issues in Special Librariesmadelyne23
 
Ranganathan and Reference Service in the Modern Library
Ranganathan and Reference Service in the Modern LibraryRanganathan and Reference Service in the Modern Library
Ranganathan and Reference Service in the Modern LibraryJenna Kammer
 
Library Reader's service section
Library Reader's service sectionLibrary Reader's service section
Library Reader's service sectionAshikru
 

What's hot (20)

Special libraries
Special libraries Special libraries
Special libraries
 
Librarianship as a profession
Librarianship as a professionLibrarianship as a profession
Librarianship as a profession
 
DOCUMENT SELECTION AND ACQUISITION
DOCUMENT SELECTION AND ACQUISITIONDOCUMENT SELECTION AND ACQUISITION
DOCUMENT SELECTION AND ACQUISITION
 
Library and information science: an evolving profession
Library and information science: an evolving professionLibrary and information science: an evolving profession
Library and information science: an evolving profession
 
ILA.pptx
ILA.pptxILA.pptx
ILA.pptx
 
Dictionary catalogue vs classified catalogue
Dictionary catalogue vs classified catalogueDictionary catalogue vs classified catalogue
Dictionary catalogue vs classified catalogue
 
Forms of catalogue
Forms of catalogueForms of catalogue
Forms of catalogue
 
Forms of catalogue
Forms of catalogueForms of catalogue
Forms of catalogue
 
Statistics for Librarians: How to Use and Evaluate Statistical Evidence
Statistics for Librarians: How to Use and Evaluate Statistical EvidenceStatistics for Librarians: How to Use and Evaluate Statistical Evidence
Statistics for Librarians: How to Use and Evaluate Statistical Evidence
 
Oclc
OclcOclc
Oclc
 
The reference section
The reference sectionThe reference section
The reference section
 
University library system
University library systemUniversity library system
University library system
 
ISBD
ISBDISBD
ISBD
 
Collection evaluation techniques for academic libraries
Collection evaluation techniques for academic libraries Collection evaluation techniques for academic libraries
Collection evaluation techniques for academic libraries
 
Iaslic
IaslicIaslic
Iaslic
 
Reference interview
Reference interviewReference interview
Reference interview
 
Issues in Special Libraries
Issues in Special LibrariesIssues in Special Libraries
Issues in Special Libraries
 
Mapping of Knowledge in DDC Arun Joseph
Mapping of Knowledge in DDC Arun JosephMapping of Knowledge in DDC Arun Joseph
Mapping of Knowledge in DDC Arun Joseph
 
Ranganathan and Reference Service in the Modern Library
Ranganathan and Reference Service in the Modern LibraryRanganathan and Reference Service in the Modern Library
Ranganathan and Reference Service in the Modern Library
 
Library Reader's service section
Library Reader's service sectionLibrary Reader's service section
Library Reader's service section
 

Similar to Traning and devlopment in library copy

T&D Approaches that Drive Talent MGMT Processes
T&D Approaches that Drive Talent MGMT ProcessesT&D Approaches that Drive Talent MGMT Processes
T&D Approaches that Drive Talent MGMT ProcessesNicholas Manurung
 
Training material development guide
Training material development guideTraining material development guide
Training material development guideEric Bruggeman ET
 
Download-manuals-training-trainingformats
 Download-manuals-training-trainingformats Download-manuals-training-trainingformats
Download-manuals-training-trainingformatshydrologywebsite1
 
Learning and Developmment Strategy Presentation 2023.pptx
Learning and Developmment Strategy Presentation 2023.pptxLearning and Developmment Strategy Presentation 2023.pptx
Learning and Developmment Strategy Presentation 2023.pptxssuserb4bf60
 
Evaluation of effectiveness of the Training Programme
Evaluation of effectiveness of the Training ProgrammeEvaluation of effectiveness of the Training Programme
Evaluation of effectiveness of the Training ProgrammeShriyani Udugama
 
Chapter-07 about training employees.pptx
Chapter-07 about training employees.pptxChapter-07 about training employees.pptx
Chapter-07 about training employees.pptxStudyGuide4
 
Learning and development at ILRI
Learning and development at ILRILearning and development at ILRI
Learning and development at ILRIILRI
 
human resources management
human resources managementhuman resources management
human resources managementpothigaiselvan
 
EMPLOYEE DEVELOPMENT assignment document
EMPLOYEE DEVELOPMENT assignment documentEMPLOYEE DEVELOPMENT assignment document
EMPLOYEE DEVELOPMENT assignment documentOsama Yousaf
 
Career development to engage employee ver 3 presenter
Career development to engage employee ver 3 presenterCareer development to engage employee ver 3 presenter
Career development to engage employee ver 3 presenterLaurence Yap M.A. (UM) CHRM
 

Similar to Traning and devlopment in library copy (20)

Detailed resume
Detailed resumeDetailed resume
Detailed resume
 
T&D Approaches that Drive Talent MGMT Processes
T&D Approaches that Drive Talent MGMT ProcessesT&D Approaches that Drive Talent MGMT Processes
T&D Approaches that Drive Talent MGMT Processes
 
training
trainingtraining
training
 
Training material development guide
Training material development guideTraining material development guide
Training material development guide
 
Download-manuals-training-trainingformats
 Download-manuals-training-trainingformats Download-manuals-training-trainingformats
Download-manuals-training-trainingformats
 
Learning and Developmment Strategy Presentation 2023.pptx
Learning and Developmment Strategy Presentation 2023.pptxLearning and Developmment Strategy Presentation 2023.pptx
Learning and Developmment Strategy Presentation 2023.pptx
 
Training & development
Training & developmentTraining & development
Training & development
 
HRM 5 T & D VTU.ppt
HRM 5 T & D VTU.pptHRM 5 T & D VTU.ppt
HRM 5 T & D VTU.ppt
 
A. rathi (2)
A. rathi (2)A. rathi (2)
A. rathi (2)
 
Evaluation of effectiveness of the Training Programme
Evaluation of effectiveness of the Training ProgrammeEvaluation of effectiveness of the Training Programme
Evaluation of effectiveness of the Training Programme
 
Chapter-07 about training employees.pptx
Chapter-07 about training employees.pptxChapter-07 about training employees.pptx
Chapter-07 about training employees.pptx
 
sony pdf training.docx
sony pdf training.docxsony pdf training.docx
sony pdf training.docx
 
Learning and development at ILRI
Learning and development at ILRILearning and development at ILRI
Learning and development at ILRI
 
human resources management
human resources managementhuman resources management
human resources management
 
Hr book 5.
Hr book 5.Hr book 5.
Hr book 5.
 
Training 7-15
Training 7-15Training 7-15
Training 7-15
 
Pbm ppt
Pbm pptPbm ppt
Pbm ppt
 
EMPLOYEE DEVELOPMENT assignment document
EMPLOYEE DEVELOPMENT assignment documentEMPLOYEE DEVELOPMENT assignment document
EMPLOYEE DEVELOPMENT assignment document
 
Career development to engage employee
Career development to engage employeeCareer development to engage employee
Career development to engage employee
 
Career development to engage employee ver 3 presenter
Career development to engage employee ver 3 presenterCareer development to engage employee ver 3 presenter
Career development to engage employee ver 3 presenter
 

Recently uploaded

A Critique of the Proposed National Education Policy Reform
A Critique of the Proposed National Education Policy ReformA Critique of the Proposed National Education Policy Reform
A Critique of the Proposed National Education Policy ReformChameera Dedduwage
 
1029 - Danh muc Sach Giao Khoa 10 . pdf
1029 -  Danh muc Sach Giao Khoa 10 . pdf1029 -  Danh muc Sach Giao Khoa 10 . pdf
1029 - Danh muc Sach Giao Khoa 10 . pdfQucHHunhnh
 
The Most Excellent Way | 1 Corinthians 13
The Most Excellent Way | 1 Corinthians 13The Most Excellent Way | 1 Corinthians 13
The Most Excellent Way | 1 Corinthians 13Steve Thomason
 
9548086042 for call girls in Indira Nagar with room service
9548086042  for call girls in Indira Nagar  with room service9548086042  for call girls in Indira Nagar  with room service
9548086042 for call girls in Indira Nagar with room servicediscovermytutordmt
 
IGNOU MSCCFT and PGDCFT Exam Question Pattern: MCFT003 Counselling and Family...
IGNOU MSCCFT and PGDCFT Exam Question Pattern: MCFT003 Counselling and Family...IGNOU MSCCFT and PGDCFT Exam Question Pattern: MCFT003 Counselling and Family...
IGNOU MSCCFT and PGDCFT Exam Question Pattern: MCFT003 Counselling and Family...PsychoTech Services
 
Paris 2024 Olympic Geographies - an activity
Paris 2024 Olympic Geographies - an activityParis 2024 Olympic Geographies - an activity
Paris 2024 Olympic Geographies - an activityGeoBlogs
 
Disha NEET Physics Guide for classes 11 and 12.pdf
Disha NEET Physics Guide for classes 11 and 12.pdfDisha NEET Physics Guide for classes 11 and 12.pdf
Disha NEET Physics Guide for classes 11 and 12.pdfchloefrazer622
 
fourth grading exam for kindergarten in writing
fourth grading exam for kindergarten in writingfourth grading exam for kindergarten in writing
fourth grading exam for kindergarten in writingTeacherCyreneCayanan
 
Grant Readiness 101 TechSoup and Remy Consulting
Grant Readiness 101 TechSoup and Remy ConsultingGrant Readiness 101 TechSoup and Remy Consulting
Grant Readiness 101 TechSoup and Remy ConsultingTechSoup
 
BASLIQ CURRENT LOOKBOOK LOOKBOOK(1) (1).pdf
BASLIQ CURRENT LOOKBOOK  LOOKBOOK(1) (1).pdfBASLIQ CURRENT LOOKBOOK  LOOKBOOK(1) (1).pdf
BASLIQ CURRENT LOOKBOOK LOOKBOOK(1) (1).pdfSoniaTolstoy
 
Z Score,T Score, Percential Rank and Box Plot Graph
Z Score,T Score, Percential Rank and Box Plot GraphZ Score,T Score, Percential Rank and Box Plot Graph
Z Score,T Score, Percential Rank and Box Plot GraphThiyagu K
 
Student login on Anyboli platform.helpin
Student login on Anyboli platform.helpinStudent login on Anyboli platform.helpin
Student login on Anyboli platform.helpinRaunakKeshri1
 
Presentation by Andreas Schleicher Tackling the School Absenteeism Crisis 30 ...
Presentation by Andreas Schleicher Tackling the School Absenteeism Crisis 30 ...Presentation by Andreas Schleicher Tackling the School Absenteeism Crisis 30 ...
Presentation by Andreas Schleicher Tackling the School Absenteeism Crisis 30 ...EduSkills OECD
 
Arihant handbook biology for class 11 .pdf
Arihant handbook biology for class 11 .pdfArihant handbook biology for class 11 .pdf
Arihant handbook biology for class 11 .pdfchloefrazer622
 
Sports & Fitness Value Added Course FY..
Sports & Fitness Value Added Course FY..Sports & Fitness Value Added Course FY..
Sports & Fitness Value Added Course FY..Disha Kariya
 
Sanyam Choudhary Chemistry practical.pdf
Sanyam Choudhary Chemistry practical.pdfSanyam Choudhary Chemistry practical.pdf
Sanyam Choudhary Chemistry practical.pdfsanyamsingh5019
 
Nutritional Needs Presentation - HLTH 104
Nutritional Needs Presentation - HLTH 104Nutritional Needs Presentation - HLTH 104
Nutritional Needs Presentation - HLTH 104misteraugie
 
social pharmacy d-pharm 1st year by Pragati K. Mahajan
social pharmacy d-pharm 1st year by Pragati K. Mahajansocial pharmacy d-pharm 1st year by Pragati K. Mahajan
social pharmacy d-pharm 1st year by Pragati K. Mahajanpragatimahajan3
 

Recently uploaded (20)

A Critique of the Proposed National Education Policy Reform
A Critique of the Proposed National Education Policy ReformA Critique of the Proposed National Education Policy Reform
A Critique of the Proposed National Education Policy Reform
 
1029 - Danh muc Sach Giao Khoa 10 . pdf
1029 -  Danh muc Sach Giao Khoa 10 . pdf1029 -  Danh muc Sach Giao Khoa 10 . pdf
1029 - Danh muc Sach Giao Khoa 10 . pdf
 
The Most Excellent Way | 1 Corinthians 13
The Most Excellent Way | 1 Corinthians 13The Most Excellent Way | 1 Corinthians 13
The Most Excellent Way | 1 Corinthians 13
 
9548086042 for call girls in Indira Nagar with room service
9548086042  for call girls in Indira Nagar  with room service9548086042  for call girls in Indira Nagar  with room service
9548086042 for call girls in Indira Nagar with room service
 
IGNOU MSCCFT and PGDCFT Exam Question Pattern: MCFT003 Counselling and Family...
IGNOU MSCCFT and PGDCFT Exam Question Pattern: MCFT003 Counselling and Family...IGNOU MSCCFT and PGDCFT Exam Question Pattern: MCFT003 Counselling and Family...
IGNOU MSCCFT and PGDCFT Exam Question Pattern: MCFT003 Counselling and Family...
 
Paris 2024 Olympic Geographies - an activity
Paris 2024 Olympic Geographies - an activityParis 2024 Olympic Geographies - an activity
Paris 2024 Olympic Geographies - an activity
 
Disha NEET Physics Guide for classes 11 and 12.pdf
Disha NEET Physics Guide for classes 11 and 12.pdfDisha NEET Physics Guide for classes 11 and 12.pdf
Disha NEET Physics Guide for classes 11 and 12.pdf
 
fourth grading exam for kindergarten in writing
fourth grading exam for kindergarten in writingfourth grading exam for kindergarten in writing
fourth grading exam for kindergarten in writing
 
Grant Readiness 101 TechSoup and Remy Consulting
Grant Readiness 101 TechSoup and Remy ConsultingGrant Readiness 101 TechSoup and Remy Consulting
Grant Readiness 101 TechSoup and Remy Consulting
 
BASLIQ CURRENT LOOKBOOK LOOKBOOK(1) (1).pdf
BASLIQ CURRENT LOOKBOOK  LOOKBOOK(1) (1).pdfBASLIQ CURRENT LOOKBOOK  LOOKBOOK(1) (1).pdf
BASLIQ CURRENT LOOKBOOK LOOKBOOK(1) (1).pdf
 
Código Creativo y Arte de Software | Unidad 1
Código Creativo y Arte de Software | Unidad 1Código Creativo y Arte de Software | Unidad 1
Código Creativo y Arte de Software | Unidad 1
 
Z Score,T Score, Percential Rank and Box Plot Graph
Z Score,T Score, Percential Rank and Box Plot GraphZ Score,T Score, Percential Rank and Box Plot Graph
Z Score,T Score, Percential Rank and Box Plot Graph
 
Student login on Anyboli platform.helpin
Student login on Anyboli platform.helpinStudent login on Anyboli platform.helpin
Student login on Anyboli platform.helpin
 
Presentation by Andreas Schleicher Tackling the School Absenteeism Crisis 30 ...
Presentation by Andreas Schleicher Tackling the School Absenteeism Crisis 30 ...Presentation by Andreas Schleicher Tackling the School Absenteeism Crisis 30 ...
Presentation by Andreas Schleicher Tackling the School Absenteeism Crisis 30 ...
 
Mattingly "AI & Prompt Design: The Basics of Prompt Design"
Mattingly "AI & Prompt Design: The Basics of Prompt Design"Mattingly "AI & Prompt Design: The Basics of Prompt Design"
Mattingly "AI & Prompt Design: The Basics of Prompt Design"
 
Arihant handbook biology for class 11 .pdf
Arihant handbook biology for class 11 .pdfArihant handbook biology for class 11 .pdf
Arihant handbook biology for class 11 .pdf
 
Sports & Fitness Value Added Course FY..
Sports & Fitness Value Added Course FY..Sports & Fitness Value Added Course FY..
Sports & Fitness Value Added Course FY..
 
Sanyam Choudhary Chemistry practical.pdf
Sanyam Choudhary Chemistry practical.pdfSanyam Choudhary Chemistry practical.pdf
Sanyam Choudhary Chemistry practical.pdf
 
Nutritional Needs Presentation - HLTH 104
Nutritional Needs Presentation - HLTH 104Nutritional Needs Presentation - HLTH 104
Nutritional Needs Presentation - HLTH 104
 
social pharmacy d-pharm 1st year by Pragati K. Mahajan
social pharmacy d-pharm 1st year by Pragati K. Mahajansocial pharmacy d-pharm 1st year by Pragati K. Mahajan
social pharmacy d-pharm 1st year by Pragati K. Mahajan
 

Traning and devlopment in library copy

  • 1.
  • 2. INTRODUCTION Library staff training and development is a crucial element in ensuring positive user experiences Within libraries. A staff component consistently exposed to relevant training and development interventions should not be underestimated We know that successful candidates placed on the jobs need training to perform their duties effectively. Workers must be trained to operate machines, reduce scrap and avoid accidents. It is not only the workers who need training. Supervisors, managers and executives also need to be developed in order to enable them to grow and acquire maturity of thought and action. Training and development constitute an ongoing process in any organization. This assignment is devoted to a detailed discussion on the nature and process of training and development. As a brief review of terms, training involves an expert working with learner’s to transfer to them certain areas of knowledge or skills to improve in their current jobs. Development is a broad, ongoing multi- faceted set of activities (training activities among them) to bring someone or an organization up to another threshold of performance, often to perform some job or new role in the future. Definition: Training: Is the formal and systematic modification of behavior through learning which occurs as a result of education, instruction, development and planned experience. Development: Is any learning activity, which is directed towards future, needs rather than present needs, and which is concerned more with career growth than immediate performance. Nature of Training and Development: In simple terms, training and development refer to the imparting of specific skills, abilities and knowledge to an employee. A formal definition of training and development is - it is any attempt to improve current or future employee performance by increasing an employee’s ability to perform through learning, usually by changing the employee’s attitude or increasing his/her skills and knowledge. The need for training and development is determined by the employee’s performance deficiency, computed as follows: Training and development need= standard performance-actual performance When does the need for training arise?  The installation of new equipment or techniques.  A change in working methods.  A realization that performance is inadequate.
  • 3. Labour shortage, necessitating the upgrading of some employees/Librarian.  A desire to reduce the amount of scrap and to improve quality.  An increase in the number of accidents.  Promotion or transfer of individual employees/Librarian.  Ensures availability of necessary skills and there could be a pool of talent from which to promote from. Advantages of training :  Leads to improved profitability and/or more positive attitudes toward profits orientation.  Improves the job knowledge and skills at all levels of the organization/Library.  Improves the morale of the workforce.  Helps create a better corporate image.  Improves the relationship between boss and subordinate.  Improves the relationship between boss and subordinate.  Learns from the trainee.  Provides information for future needs in all areas of the organization/Library.  Improves labor-management relations. Disadvantages of training  Can be a financial drain on resources; expensive development and testing, expensive to operate?  Often takes people away from their job for varying periods of time;  Equips staff to leave for a better job.  Bad habits passed on.  Narrow experience. Role of training: Business/ Library Environment Changes and Challenges Learning & Implementation Business/Library Excellence
  • 4. 1. Role of Training Staff Training and development Welcome pack: When staff join the Library, sent a welcome pack with their letter of appointment. The welcome pack includes the Library's Mission statement and aims and objectives and guiding principles/core values, the annual Library review, information about the Staff Development Hour plus a site plan and the University term dates. Induction pack: On their first day, they have an induction chat with the Librarian who gives them the induction pack. The pack includes an information sheet for new staff, the line management structure and staff organization chart, further information about the Staff Development Hour, information about email and registration with IT Services, and a variety of other useful guides and leaflets. They are introduced to staff in Library Administration, given keys and a locker. They then go to their section where they meet their colleagues and are given a tour of the building. Orientation week: New librarian has an orientation week sessions in: User Services, Acquisitions, Cataloguing, Administration/Systems and Faculty Teams/Subject Floors. Librarian also receive one-to-one training and information on health and safety, including manual handling and emergency procedures. Librarian receive individual training in searching the Library catalogue. Orientation sessions in the Staff Development : Librarian should go to the orientation sessions included in the Staff Development Hour: Do it with Library Style, Map resources in the Library, Disability awareness, and Web quiz. Library induction programme: Librarian attend a one-day library induction programme . Existing staff can also sign up for a CSTD session on "How the University works" for a clearer idea of the structure and functioning of the Library. Aims of the orientation training to enable the new member of staff to see how they fit into the Library operations as a whole and the library in general . To make them aware of the work of their colleagues in other sections.
  • 5. On-the-job training Within their own sections, all staff are given on-the-job training in order to work effectively within their team. This will normally involve a gradual introduction to the section and the systems and procedures. staff should be able to perform well within their section. When changes take place in procedures or systems, training is given within the section or arrangements are made for all staff to attend sessions (eg the introduction of MARC21 in Cataloguing, upgrades to the Library management system). The aim of the on-the-job training is to enable the staff member to work efficiently and confidently within the team. Staff Development Hour (SDH) During term-time, the Library Should provides a weekly Staff Development Hour (SDH). The aims of the programme are: Allow staff to increase their awareness of the work of their colleagues within the Library and the University Update their IT skills. Develop their customer care skills for working with students and staff. Find out about electronic and printed resources offered by the Library. Be aware of professional and management issues. Be knowledgeable about other types of libraries and collections in the region. The Library has staff at various grades and the SDH is available and relevant to all of them. Graduate Trainees: Graduate training ,which provides one-year work experience between the first degree and undertaking a professional LIS qualification. Like the trainee liaison librarians, graduate trainee library assistants have regular meetings with the Librarian/Senior Managers to discuss professional issues.
  • 6. Development process of Library training and development plan: Training and Implementation development  Staff Member &  Capture all Line manager needs needs discussion  All training &  Identify training  Evaluation  Important development providers  ROI(return on resources: needs are send (Internal or investment )  Special skills plan to the Training external)  Statistics  Generic HR Librarian  Develop Prospectus Library training plan  Budget PM Planning Developmen t of training plan 2.Development process of the libraries training and development plan At the beginning of every year all Line Managers at Libraries have performance management Planning meetings with their staff. During this first meeting the Line Manager and staff member identify any training and developmental needs. Further training needs might also be identified during the year and there are a few resources that are available to the staff to assist them with this planning and are as follows:  Management and Leadership  Information Technology (IT) and Digitization  Information Services  Technical services and E-resources  Quality Assurance  Library Research  Training & Development  Support Services Library Specific Training Needs:
  • 7. There are also library specific training needs that are not necessarily covered in those resources. These skills could range from implementing new library specific systems and software, introducing new products to our library staff and many more. The role of the Training Librarian for staff development is as follows: Communicate process and relevant documentation to library staff. Compile and implement the annual training plan. Identify suitable training providers and facilitators. Ensure that all nomination forms for courses on the “Generic Learning and Development prospectus” reach the HR L&D department . Organize payment of training providers and facilitators. Evaluation and assessment. Identify ROI (return on investment) strategies. Record-keeping and statistics. Training and development internal library guidelines: “The intent of this guideline is to provide a framework to staff and their line managers and to ensure that staff receives the necessary training and development at the right time while keeping in mind the demands of day to day operations. The objectives of training and development of staff within the library are to provide staff with the necessary skills to improve work performance and enable staff to adapt to constant changes while developing personally. Staff development needs should mainly derive from the objectives of the strategic plans of the library and institution as a whole.” The responsibility of establishing training needs is threefold. The Line Manager, the Staff Member and the Training Librarian all have roles to play.
  • 8. Line Manager Steff Training & Development Trainin Staff Librarian member 3. Internal chain Line Managers: Line Managers work closely with their staff. Performance contracts are developed every year at given period between the line manager and their employees. Each performance contract has development needs section where staff and their Line Managers should indicate any training and development needs/gaps. These sections are used by the Training Librarian to plan the training interventions for the year. Staff Member: Training and development is a primary personal work responsibility of every staff member. If a staff member identifies an area for further development, the staff member should discuss this need with his/her Line Manager as well as with the Training Librarian. Agreed needs should then be included in the performance contracts. Training Librarian: The Training Librarian will initiate certain training initiatives based on requests directly linked to the strategic plan of the library as a whole, requests related to the job and based on the services offered by Libraries as well as any other new and continuing training requirements of library staff. Conference Attendance Internal Library Procedure: This procedure should be followed when a staff member would like to attend a conference.  “Staff members delivering a paper/poster;  Staff members on the organizing committees or any other relevant committees;  Relevance of topic ofthe conference with regards to the staff member’s portfolio;  Budget requirements.”
  • 9. References :  http://extra.shu.ac.uk/sinto/Issues/Documents/Training%20survey.pdf  http://www.reading.ac.uk/library/about-us/policies/lib-staff-training.aspx  http://www.scribd.com/doc/17342257/Training-and-Development  http://traininganddevelopment.naukrihub.com/training.html  http://docs.lib.purdue.edu/cgi/viewcontent.cgi?article=1134&context=iatul  http://www.managementstudyguide.com/training-and-development.htm