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NACLIN 2011. WELCOME YOU ALL. In-house training programme for the Skill enhancement of library professionals in the present era: case study of Central Library, Visva-Bharati University, Santiniketan. Presented by Mr. Nimai Chand Saha. Libraries at the Cross Roads. INTRODUCTION.
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NACLIN 2011 WELCOME YOU ALL
In-house training programme for the Skill enhancement of library professionals in the present era: case study of Central Library, Visva-Bharati University, Santiniketan. Presented by Mr. NimaiChandSaha NACLIN 2011
Libraries at the Cross Roads NACLIN 2011
INTRODUCTION NACLIN 2011
INTRODUCTION NACLIN 2011
Human component in Library = Library personnel + Users NACLIN 2011
Human component in Traditional & Electronic Library environment NACLIN 2011
Skill Requirement NACLIN 2011
Skill requirement for Institutional Repositories (IR) NACLIN 2011
Skill requirement for Information Retrieval (IR) by using Search Engine NACLIN 2011
Activities of Human Resource Development Equal employment opportunity programs; Task analysis; Human Resource Planning (HRP) Employee Retirement, selection and orientation; Career development & counseling, performance evaluation and training & development; Compensation and benefit; Safety and health; Employee relation; Discipline and control; Work scheduling; Quality of work etc. NACLIN 2011
Factor to be considered for formulating plan for training programme: According to Schermerhorn (1984) and Stewart (1994): Identify performance shortfalls (current and potential); Identify ways in which training might rectify things; Implement appropriate training; Evaluate results; and Repeat process continuously NACLIN 2011
Objectives of the Study To represent the required actions for organizing In-house training programme in the university library for the skill development of the individual libraries; To identify the participants’ opinion about the in-house training programme; To identify whether the training programme really up-date the existing library professionals; and To identify the problems associated with the in-house training programme and point out some recommendations to overcome the problems. NACLIN 2011
Steps for conducting the training programme: Programme will be arranged in four phase having ten participants at most in each phase and attention are to be given to make available computer for each participant. Enough care is to be taken so that normal flow of work will not be hampered for the proposed training programme and to do this date will be fixed accordingly and In-charges of individual section of Central Library and Sectional Libraries to depute their staff accordingly. Participation almost all Cadres (Assistant Librarians, Professional Assistants, Semi-Professional Assistants, and Library Attendants etc.) are to be ensured. Contd… NACLIN 2011
Factor to be considered for formulating plan for training programme: Duration of the programme will be four consecutive days comprising one and half our each day. Proposed time may be 11.00am to 12.30 noon. Practical / hands-on classes will get more emphasize (one hour) followed by theoretical class (half an hour). All officers are requested to prepare themselves as per his/her section oriented services, because topic will be assigned accordingly. Try to continue this programme at a regular interval with the emerging topics NACLIN 2011
Programme Schedule: NACLIN 2011
Main areas covered in the programme: NACLIN 2011
Participants: Phase wise & Gender wise NACLIN 2011
Participants and existing staff strength: Cadres wise NACLIN 2011
Suitability of the programme NACLIN 2011
Degree of Content and deliberation: day wise NACLIN 2011
Over all degree of content and deliberation NACLIN 2011
Degree of satisfaction of participants NACLIN 2011
Whether Training Programme was Helpful Problems of the Training Programme as opined by Participants NACLIN 2011
Selected suggestions NACLIN 2011
Major Findings • The training programme is most helpful to the colleagues and gets them up-date with the frequent changes of the technologies of the present era. • The training programme helps to motivate the professionals for better and qualitative performance. • Some colleagues inspired to do some work even which are not formally assigned for the particular staff or Cadres. • This type of programme is to be arranged on the regular and continuous basis and attention is to be given for the participation of all Cadres. • External expert may be invited to make it more attractive among the participants. NACLIN 2011
Recommendations • The library authority should adopt a policy of organizing training workshops of this nature regularly since this is a cost effective way of training library staff on the job as such training outside the university is not usually approved due to financial constraints. • To motivate the library staff it is to be ensured that the scope is to be opened for all levels of professional staff and a record is to be maintained for the promotion and recruitment opportunity of the staff in the higher grade. • Adequate planning which will make provision for adequate number of computers to facilitate the hands on exercise should be done. NACLIN 2011
Conclusion The training and development programme is to be offer to the professionals in a continuing and need based way so that they can easily adjust themselves with the frequent changes of technology. The skills needed to be effective in the new environment are likely to be found in an aggregation of professional talent. Thus when libraries address clear roles, organizational structure, education, and training for Library Human Resources, ICT application in libraries can be successfully achieved. NACLIN 2011
Thank You ALL NACLIN 2011
