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Brunei darussalam

Developing Professional Competency For UBD Professionals. Brunei darussalam. Country Report. Agenda. Background UBD Library Key Strategic Areas 2012 -2017 Human Resource Management Strategy

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Brunei darussalam

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  1. Developing Professional Competency For UBD Professionals Brunei darussalam Country Report

  2. Agenda • Background • UBD Library Key Strategic Areas 2012 -2017 Human Resource Management Strategy • Public Service HRD Policy:PMO Circulars 1991, 1995 & 1997 Local Training ( Institute of Public Service) • UBD Library HRD Objectives • Initiatives • UBD Library HRD Program • Achievements • Challenges • Conclusion

  3. Background • UBD formed in 1985 with 187 students. Currently have about 4000 students. • 5 percent International Students • 16 Faculty & Centres • SHB Institute of Education (graduate school) • SOAS Centre for Islamic Studies (Graduate School) • Faculty of Science • School of Business and Economics • AkademiPengajian Brunei

  4. Language Centre • Faculty of Arts & Social Sciences • PAPRSB Institute of Health Science • Faculty of Integrated Technologies • Faculty of Science • Institute of Asian Studies • Institute of Leadership, Innovation and advancement • Institute of Policy Studies • E Governent Innovation centre • UBD-IBM Centre • Continuing Education Centre

  5. Staff • 15 Professional Librarian • (PhD, Masters, Degrees, HNDs) • 41 Support Staffs • 8 Vacancies (5 professional Librarian) Vacancies

  6. UBD Library Key Strategic AREAS 2012 -2017 • Human Resource Management • Collection Development • Information Service Development • Space Development

  7. Human resource management strategy • To provide effective and structured long and short term human resource development programme

  8. HRD BASIS • The National Public Service HRD Policy and Guidelines • The University Library HRD strategic Plan

  9. Public Service HRD Policy:PMO Circulars 1991, 1995 & 1997 • HRD Programme Under Public Services: • Meetings and conferences; • Short Term HRD Programmes: Seminars, Forums, Workshops, Attachments, Symposium, Congress, etc. Not more than 30 days; • Long Term HRD Programmes: Foreign or local Institutions. More than 30 days. Cerificate of Qualification- based Program. (First Degree, Post Graduates, etc) • Each has its own terms and conditions. • Emphasis 100 hours training per year for every government servants:

  10. LOCAL TRAINING Opportunities ( Institute of Public Service) • Leadership Development Programme • Analysis and Organizational Development Programme, • Management and Supervisory, • Communication and Customer Service, • ICT Skill Development

  11. UBD LIBRARY HRD Objectives • To make available adequate and skilled human resources for the administrative management and provision of vital information and services to various library stakeholders; • To increase library staff knowledge, network, and exposure; • To develop staff skills, competencies and expertise in key areas of librarianship and information Sciences; • To provide effective and structured long term and short term human resource development programme;

  12. INITiatives • Providing relevant in-house or overseas short term training programme (skilss and reskills) through workshops, seminars, conferences, staff exchange program etc on library and information management and related disciplines. • Giving opportunities to staff to specialize in one or more areas of information and library management identified such as: Digital libraries, Metadata, Information Literacy, Preservation and Conservation etc. • Recommending at least 3 staffs to pursue In Service Training Program locally and internationally for Diploma, Undergraduate and Post Graduate Program.

  13. UBD LIBRARY HRD program • Conferences & Seminar • Workshops • In Service Training Scheme (Long term & short term) • Study Visit • Attachment & Internship (PIPIL) • Training Prgramme • : In-Service (short and long term) (Iatul, Harvard Leadership For Academic Librarian) • : In-House by local and foreign experts

  14. Achievements • Enabling Staff to gain better promotion • International standard & Best practiceS adoption. • Enhance Staff confidence • Better Succession Planning • Staff having Multidisciplinary Background and user satisfaction ( based on surveys & Feedback) • Service enhancements through technology • Institutional recognition

  15. Challenges & OPPORTUNITIES • Para professionals staff lack of required basic qualification to pursue higher diploma/degree • Staff mobility/turnover cannot be contained due to slow recruitment process. • Inflexible Scheme of Service makes it difficult for job Development from within. • Training Programme through online programme (ALA, LA, ACRL) not yet recognised. • Content Specialization programme difficult to achieve; • For International Programs: • Limited number of staffs to be sent : Existing staff are • less qualified to further degree level study; • Professional Staff readiness to present papers in conference • Limited opportunity for Para-Professional staff to • Attend conference; • Professional Staff readiness to present papers in conference

  16. Conclusion Our HRD effort are always towards establishing confident, dynamic & competent Librarians .

  17. THE END • THANK YOU

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