Financial and personnel problems of research libraries in Poland (Финансовые и кадровые проблемы исследований библиотек Польши) [статья]
Опубликовано на портале: 10-01-2003Artur Jazdon Library Management. 1995. Vol. 16. No. 8. P. 37 - 41.
Explains how managers of Polish research libraries face many problems provoked by the changes which have taken place both in these institutions and in their surroundings on the one hand, and by the obsolete rules which their operations regulate. Among the most serious financial obstacles are the following: a prolonged delay in the confirmation of a library's budget; too many financial sources; financial dependence of the majority of the libraries; restrictions on self-governing, profit-oriented activities; and criteria for the allocation of funds. Among the problems connected with the personnel the following are at the top of the list: disproportional employment in the various types of libraries; inappropriate educational background; lack of certain types of qualified professional (e.g. information scientists, computer technicians); very low earnings; and the degraded status of the librarian, which discourages candidates from this profession. The management and the structure of the organization of the library are also outdated and there are too few competent professionals to make the necessary transformations efficiently.
Human Resources Planning in Swaziland : Rolls-Royce versus Volkswagen Approaches (Планирование человеческих ресурсов в Свазиленде: подходы фирм Роллс-Ройс и Фольксваген) [статья]
Опубликовано на портале: 10-01-2003Amos Paphani Ndabu Thapisa Library Management. 1994. Vol. 15. No. 4. P. 22 - 29.
Aims to shed some light on the modalities and the need for human resources planning in Swaziland libraries. Systematic forecasts of the libraries' future demand for, and supply of labour should be meticulously undertaken so that Swaziland libraries can put themselves in a better position to plan for the recruitment, selection, training, and career paths of staff. Swaziland's lack of trained personnel with sufficient knowledge to handle the intricacies of automation has necessitated the external recruitment of expatriate staff, with serious implications for the budget. Swaziland assumed the chairmanship of the SADC Regional Training Council (RTC) which now controls the affairs of the Human Resources Development Sector. One of the projects of this sector has been to create a Regional Human Resource Information System (RHRIS). This project has provided guiding principles to those in the region whose responsibility is human resources planning and development. It is essential that SWALA should develop a human resources database for the library profession through its Sub-Committee for Human Resources. The development of a human resources audit in Swaziland libraries will help to determine what skills, knowledge, and abilities are required for particular vacancies or jobs. The idea is to collect enough information which will enable library managers to match their employees to the available jobs.
Strategic planning of human resources in the library system of the Pontifical Catholic University of Chile (Стратегическое планирование человеческих ресурсов в библиотечной системе чилийского католического университета) [статья]
Опубликовано на портале: 10-01-2003Maria Luisa Arenas Franco, Rosita Iniguez Diaz Library Management. 1995. Vol. 16. No. 3. P. 15 - 23.
To achieve the strategic objectives necessary for an organization to face the future with confidence, human resource planning has been implemented in the library system of the Pontificial Catholic University of Chile (SIBUC). Analyses the environment and its impact on SIBUC using an organizational model, which also permits strategic objectives to be established and personnel to be analysed in terms of strengths, weaknesses, opportunities and threats. Based on this approach, specifies human resource objectives, and assures optimal achievement with well-defined individual strategies that also include plans for action and control measures. Finally, and as a result of the whole methodology, creates a matrix to structure an organizational design of the direction of human resources in the library system.