The document discusses human resource management (HRM) in Indian libraries, outlining its crucial role in achieving organizational goals and promoting a positive work culture. It highlights the current challenges faced by specialized libraries in effectively managing human resources and emphasizes the importance of leadership skills and competencies in library professionals. Ultimately, it asserts that effective HRM is essential for the success and sustainability of specialized libraries in India.

1. Human Resource Management in
Libraries: An Indian Perspective
Session: Equity & Leadership in Specialized Libraries
Nabi Hasan, PhD, PDF, FNEB, FSLA
Head Librarian
Indian Institute of Technology Delhi
https://web.iitd.ac.in/~hasan hasan@library.iitd.ac.in
(Ex. University Librarian – Aligarh Muslim University)

2. Outline What is HRM?
01
02
03
HRM in Libraries: An Indian
perspective
Library Leadership Skills and
Competencies
05 Summing Up
04 Current Scenario

3. What is HRM
01

4. ➢HRM is a process of managing people in an organization to achieve its goals
effectively and efficiently.
HRM comprises of a number of activities that include:
➢ Equal employment opportunity programmes
➢ Task analysis
➢ Human resource planning
➢ Employee recruitment, selection and orientation
➢ Career development and counselling, performance evaluation, training and
development
➢ Compensation and benefits
➢ Safety and health
➢ Labour relations
➢ Discipline, control, and evaluation of personnel function
➢ Work scheduling
➢ Quality of work
Human Resource
Management (HRM)?

5. Human Resource
Management in Libraries:
An Indian perspective
02

6. Organizational
Excellence
Creation of
Knowledge Base
Quality Library
Professionals

7. Libraries and information centers as they are today in
India, are not-for-profit organizations and are in the
group known as service sectors.
The steps in personnel planning would constitute:
➢ Policy and staffing (selection, recruitment, training &
development, appraisal)
➢ Classification of library personnel
➢ Staff Manual
➢ Outsourcing
HRM in Libraries

8. Structure of Library Staff
➢The large libraries are headed by the Director-Libraries/Chief Librarian/UL.
➢Each large library has units such as (i) Collection Development (ii) Electronic
Resources (iii) Readers/Users services (iv) Technical services (v) Computer
Applications (vi) Maintenance & Administration department, etc. which are
headed by the Deputy Director/Deputy Librarian/SLIO, etc.
➢Each unit is further divided into sub-sections like; printed acquisitions;
electronic resources, classification; cataloguing; indexing; abstracting;
Newsclipping; translation; online searching; circulation/lending; reference
service; binding, research support, outreach program, etc.
➢These sections are headed by the Assistant Directors/Assistant Librarians. The
staff working under them are Library Assistants, Semi-Professional Assistants,
Professional Assistants, Ministerial and MTS Staff, etc.
➢This staff structure varies from library to library, keeping in view the type of
the library, size of the library, objectives of the parent organisation, availability
of funds and other related factors.

9. Selection Process of
Library Staff
SELECTIONS
Background
Information
References
Paper and
Pencil
Test
Physical
Ability
Test
Performance
Tests
Interviews

10. All type of libraries have library committees, which looks after the problems of the
concerned libraries. The library committee is also known as ‘Library Advisory
Committee’, ‘Library Management Committee’ etc. It is an executive type of
committee which play crucial role in the HR Management as well:
➢ The LAC of any Institution comprises of faculty members form all the academic or
research units including student representatives and serves as a liasion between
Library and Users for fulfilling their requirements.
➢ Any requirement of the Library when put forward through Library Committee,
carries more weightage.
➢ The committee can assess the financial needs of the library as per national library
standards. Consequently, the Librarian and other library staff may be recruited as
per norms, if recommended by the LAC and accepted by the Competent Authority.
➢ The committee, having strong public voice, can easily convince the authorities
and the public about the policies and needs of the library.
➢ LAC advises the Library and the Librarian on all the crucial library matters.
Library Committee (LAC)

11. The transition from Custodian
Role to Information Analysts
Role to Knowledge Workers role
Due to the enormous penetration of Technology, many
professions are going through a sea change. Library
Profession is not an exception to this. Currently, this
profession carries about 80% Technology component
and 20% Traditional Librarianship.

12. 12
Library Leadership
Skills and
Competencies
03

13. Essential Qualities for a
Library Leader
13
➢ A good human being with a positive attitude, honesty and belief in good moral
practices.
➢ Should be creative, innovative, out of box thinker
➢ Be a Role model for the staff
➢ Should be a change management agent
➢ Willing to take risks and hard assignments
➢ Quality service with a smile and should know how to control anger
➢ A Good Listener/Quick Learner/Quick Decision Maker
➢ Regularly updating on new and emerging technologies
➢ Good interpersonal communication skills
➢ Good noting and drafting skills
➢ Good knowledge of areas of interest of users
➢ Good knowledge of the aims and objectives of institutions as well as own Library
➢ Willing to work round the clock or as needed
➢ Should know how to balance personal and professional life
➢ Know what to say, how to say, when to say and whom to say at the right time
➢ Having a good professional network
➢ Should not believe in what others are saying. Must verify before believing anything
➢ A friend, philosopher and guide to users as well as staff

14. Steps to develop next-
generation Library Leaders
14
➢ Developing your subordinate to take up future roles
➢ Succession plans
➢ Don’t be afraid of intelligent subordinates
➢ Don’t be afraid of problematic subordinates
➢ Equal opportunities to all
➢ Don’t miss the opportunities
➢ Don’t worry of credits
➢ Give same treatment to your subordinates which you expect from
your seniors
➢ There is no substitute for hard work, sincerity and punctuality
➢ Avoid politics, conflicts and dishonesty
➢ Work as a Head of the family

15. Managerial Effectiveness
15
➢ Develop plans and strategies
➢ Sets priorities and focuses on what is critical
➢ Confronts and solves problems
➢ Makes sound and timely decisions
➢ Evaluates subordinates fairly
➢ Monitors task implementations
➢ Decisive
➢ Negotiates effectively
➢ Manages and organizes time effectively
➢ Realizes the need for change and manages to change
effectively
➢ Utilizes available resources effectively
➢ Develops subordinates’ abilities
➢ Delegates authority

16. Cognitive Skills
16
➢Envisions future trends
➢Be open-minded and accept new ideas
➢Diagnoses situations accurately
➢Creative
➢Analyzes information effectively

17. Social Skills
17
➢Communicates effectively/Builds good work
relationships
➢Understands others’ needs and emotions
➢Listens actively
➢Appreciates and respects the ideas of others
➢Able to function in a political environment
➢Has a sense of humour

18. Motivational Skills
18
➢Has high motivation to achieve and motivate staff
➢Be Pro-Active
➢Be committed to achieving organizational goals
➢Takes initiative and leads from the front
➢Keeps an optimistic view

19. Personal Skills
19
➢Controls own emotions
➢Has self-confidence
➢Knows own strengths and weaknesses
➢Trustworthy
➢Accepts criticisms
➢Occupational
➢Committed to high ethical and professional
standards
➢Strives for service improvement/excellence
➢Strives for self-improvement
➢Should know how to balance personal and
professional life

20. Current Scenario
04

21. ➢ There are hardly specialized officers for HRD in any library and
information centre in India. Human resource aspects are handled, by
and large, by parent organisations to which the L/IC is attached.
➢ The Library Administrative Departments deal with personnel, mostly in
relation to salary and allowances, discipline and control, training and
deputation to conferences, performance appraisal in a limited way, and
a few others.
➢ Besides various compulsions, like ICT applications, funds crunch,
volume and variety of information; increasing demand for information
and emphasis on quality, etc. are driving libraries and information
centres to re-structure their management strategies for human
resource planning and development.
Current Scenario

22. Summing Up
05

23. ➢ HRM is a critical function in specialized libraries in India, as it plays a
key role in attracting and retaining skilled staff, promoting diversity
and inclusion, and creating a positive work culture.
➢ Effective HRM practices can help specialized libraries optimize their
resources and achieve their goals.
➢ However, HRM in specialized libraries in India also presents unique
challenges.
➢ Finally, it can be said that effective HRM is essential for the success of
specialized libraries in India. By prioritizing HRM and implementing
strategies to optimize their resources, specialized libraries can create a
more productive, innovative, and engaged workforce, which can
contribute to the success of their organizations.
Summing Up

24. hasan@library.iitd.ac.in
https://web.iitd.ac.in/~hasan