INTRODUCTIONLibrary staff training and development is a crucial element in ensuring positive user experiencesWithin libraries. A staff component consistently exposed to relevant training and development interventionsshould 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 workerswho need training. Supervisors, managers and executives also need to be developed in order to enable themto grow and acquire maturity of thought and action. Training and development constitute an ongoing processin any organization. This assignment is devoted to a detailed discussion on the nature and process of trainingand development. As a brief review of terms, training involves an expert working with learner’s to transfer to themcertain 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 toanother 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 isconcerned 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 toan employee. A formal definition of training and development is - it is any attempt to improve current orfuture employee performance by increasing an employee’s ability to perform through learning, usually bychanging 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, computedas follows: Training and development need= standard performance-actual performanceWhen 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 TrainingStaff Training and developmentWelcome pack: When staff join the Library, sent a welcome pack with their letter of appointment. The welcome packincludes the Librarys 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 theUniversity term dates.Induction pack:On their first day, they have an induction chat with the Librarian who gives them the induction pack. Thepack 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 ITServices, 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 sectionwhere 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 andinformation on health and safety, including manual handling and emergency procedures. Librarian receiveindividual 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 LibraryStyle, 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 thestructure and functioning of the Library.Aims of the orientation trainingto enable the new member of staff to see how they fit into the Library operations as a whole and the library ingeneral .To make them aware of the work of their colleagues in other sections.
On-the-job trainingWithin their own sections, all staff are given on-the-job training in order to work effectively within theirteam. This will normally involve a gradual introduction to the section and the systems and procedures. staffshould be able to perform well within their section.When changes take place in procedures or systems, training is given within the section or arrangements aremade for all staff to attend sessions (eg the introduction of MARC21 in Cataloguing, upgrades to the Librarymanagement system).The aim of the on-the-job training is to enable the staff member to work efficiently and confidently withinthe team.Staff Development Hour (SDH)During term-time, the Library Should provides a weekly Staff Development Hour (SDH). The aims of theprogramme are:Allow staff to increase their awareness of the work of their colleagues within the Library and the UniversityUpdate 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 andundertaking a professional LIS qualification. Like the trainee liaison librarians, graduate trainee libraryassistants 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 planAt the beginning of every year all Line Managers at Libraries have performance managementPlanning meetings with their staff. During this first meeting the Line Manager and staff memberidentify any training and developmental needs. Further training needs might also be identified during the year and thereare 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 ServicesLibrary Specific Training Needs:
There are also library specific training needs that are not necessarily covered in those resources. These skills couldrange from implementing new library specific systems and software, introducing new products to our library staff andmany 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 ensurethat staff receives the necessary training and development at the right time while keeping in mind thedemands of day to day operations. The objectives of training and development of staff within the library areto provide staff with the necessary skills to improve work performance and enable staff to adapt to constantchanges while developing personally. Staff development needs should mainly derive from the objectives ofthe 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 theTraining Librarian all have roles to play.
Line Manager Steff Training & Development Trainin Staff Librarian member 3. Internal chainLine Managers:Line Managers work closely with their staff. Performance contracts are developed every year at given periodbetween the line manager and their employees. Each performance contract has development needs sectionwhere staff and their Line Managers should indicate any training and development needs/gaps. Thesesections 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 memberidentifies an area for further development, the staff member should discuss this need with his/her LineManager as well as with the Training Librarian. Agreed needs should then be included in the performancecontracts.Training Librarian:The Training Librarian will initiate certain training initiatives based on requests directly linked to thestrategic plan of the library as a whole, requests related to the job and based on the services offered byLibraries 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.”