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Skills Development Strategy for Staff Members. By Heila Mare Kathryn Siller Mathew Moyo Nondumiso Sinyenyeko-Sayo Zukiswa Ketiwe. Presentation Outline. Introduction Vision and Mission Organogram Skills and Training Needs Assessment Training Needs and Costs Evaluation Conclusion.
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Skills Development Strategy for Staff Members By Heila Mare Kathryn Siller Mathew Moyo Nondumiso Sinyenyeko-Sayo ZukiswaKetiwe
Presentation Outline Introduction Vision and Mission Organogram Skills and Training Needs Assessment Training Needs and Costs Evaluation Conclusion
Introduction The University of Mankheazu Library (UML) realises the need to have skilled manpower given the competitive and ever-changing environment in which libraries operate. Staff members need to be equipped with new skills in line with this changing environment. In terms of the skills development act and SETA regulations, organisations are required to complete individual pathways for all employees, as well as the skills requirement and learning pathway. In accordance with this requirement, UML has developed an innovative skills development strategy to ensure employees are adequately empowered.
Vision and Mission Vision To be the client’s number one choice in terms of information service provision. Mission To provide cutting edge information in electronic format buttressed by a wide range of print sources.
Aim of the strategy • To improve the IT skills of the library staff. • To develop leadership skills among library staff. • To enhance good customer services. • To make the library part of the global community through networking. • To enhance staff s marketing skills so as to make library resources known and utilised.
Skills and Training Needs Assessment • Skills audit • A skills audit is essentially a process for measuring and recording the skills of an individual or group. The main purpose for conducting a skills audit in an organisation is to identify the skills and knowledge that the organisation requires, as well as the skills and knowledge that the organisation currently has (Watson 2004:1). • The who, what, when, why and how of training were determined at the organisational, individual and task levels.
Skills and Training Needs Assessment, cont… • The UMLLibrary goals and objectives were determined in order to put the strategy into proper perspective. • Jobs and related tasks that needed to be learned were identified. • Competencies and skills needed to perform certain tasks were identified. • Individuals who are to be trained were identified alongside the costs and timeframe.
Training needs and costs Top Management Middle Management Lower Level Staff
Evaluation The skills development strategy will be evaluated after implementation. The training and application of the skills will be evaluated according to client service levels. It will also be evaluated in terms of client satisfaction.
Conclusion This presentation dealt with the vision, mission, skills audit, training needs and evaluation of the UML's staff development strategy. A university library faces competitive challenges from other higher educational institutions. To be a top research library, a university library needs to attract top students and researchers in all fields of scientific study. By providing skills and training, the university library is empowering staff to do their work efficiently and effectively. The improved skills of the staff will result in improved client service in the university library.
