Academic literature on the topic 'Public libraries – Botswana – Personnel management'
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Journal articles on the topic "Public libraries – Botswana – Personnel management"
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Machara, Liah, and Priti Jain. "FACTORS AFFECTING MOTIVATION IN PUBLIC LIBRARIES: A CASE OF SELECTED PUBLIC LIBRARIES IN BOTSWANA." Mousaion: South African Journal of Information Studies 34, no. 1 (July 16, 2016): 101–22. http://dx.doi.org/10.25159/0027-2639/686.
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The purpose of this study was to establish factors affecting motivation in Botswana public libraries. The study was conducted with the aim to propose an appropriate approach to motivation of public librarians. Using a case study method, data was collected through the use of questionnaires, secondary sources and observation of the working environment. Convenient sampling was used to select the population of study. The findings revealed that librarians in public librarians are de-motivated and not satisfied with their jobs. Some of the factors that de-motivate librarians are job insecurity, poor interpersonal relations at work, lack of effective communication and exclusion from decision making process, lack of policies and procedures, poor working environment, low salary and no incentives, and rigid supervision. Based on the findings, the study recommends that Botswana National Library Services management should adopt motivation theories when establishing motivation programs, upgrade the library to fit into 21st century, recognize employees appropriately for a job well done, include employees in the decision making process, provide adequate training and career development, create conducive working environment, put proper policies and procedures in place  and also adopt change management theories because the library environment is rapidly changing due to advanced technologies
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Seitio-Kgokgwe, Onalenna Stannie, Robin Gauld, Philip C. Hill, and Pauline Barnett. "Understanding human resource management practices in Botswana’s public health sector." Journal of Health Organization and Management 30, no. 8 (November 21, 2016): 1284–300. http://dx.doi.org/10.1108/jhom-05-2015-0076.
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Purpose The purpose of this paper is to assess the management of the public sector health workforce in Botswana. Using institutional frameworks it aims to document and analyse human resource management (HRM) practices, and make recommendations to improve employee and health system outcomes. Design/methodology/approach The paper draws from a large study that used a mixed methods approach to assess performance of Botswana’s Ministry of Health (MOH). It uses data collected through document analysis and in-depth interviews of 54 key informants comprising policy makers, senior staff of the MOH and its stakeholder organizations. Findings Public health sector HRM in Botswana has experienced inadequate planning, poor deployment and underutilization of staff. Lack of comprehensive retention strategies and poor working conditions contributed to the failure to attract and retain skilled personnel. Relationships with both formal and informal environments affected HRM performance. Research limitations/implications While document review was a major source of data for this paper, the weaknesses in the human resource information system limited availability of data. Practical implications This paper presents an argument for the need for consideration of formal and informal environments in developing effective HRM strategies. Originality/value This research provides a rare system-wide approach to health HRM in a Sub-Saharan African country. It contributes to the literature and evidence needed to guide HRM policy decisions and practices
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Makeeva, O. V. "Actual issues of work with the library staff at the present stage of librarianship development." Bibliosphere, no. 4 (December 30, 2018): 48–55. http://dx.doi.org/10.20913/1815-3186-2018-4-48-55.
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The problem of working with library personnel is among the most discussed issues in the professional community over several decades. The analysis of publications and reports of public libraries has showed that the list of main topical problems has not changed for years; changes have mainly touched the issue content: the state of vocational education (infrastructure state and development, training quality, students outflow to other professions, interaction of universities and libraries as employers; professional development; the professional culture loss and degradation; the personnel management state; the profession image; the professional community rigidity; information lack on issues of working with personnel. As the most of these problems remain unsolved for several decades, it is possible to characterize the state of studying and taking measures to eliminate them as poorly satisfactory.
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Rahman, Md Habibur. "Review of digital record management needs for academic libraries." Library Hi Tech News 37, no. 3 (February 26, 2020): 21–22. http://dx.doi.org/10.1108/lhtn-11-2019-0083.
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Purpose The purpose of this study is to explore the present practicing situation of digital record management (DRM) in the university libraries of Bangladesh. The more particular objectives are to identify the present preservation scenario of DRM, to find out the problems of DRM which are faced by archivists for long-term preservation, to identify the necessary tools and technologies for DRM and to explore the ways to overcome the existing problems. Design/methodology/approach Survey methods were used for gathering data using a well-structured questionnaire. The questionnaire was sent to the respondents of some selected public and private universities of Bangladesh. Findings The findings revealed that there are some hindrances to practise DRM, such as lack of stable preservation software, shortage of skilled IT personnel, allocation of insufficient budget, shortage of digital records, lack of proper training of library professionals, and these also provided some suitable suggestions, such as allocation of adequate fund, infrastructure development, recruitment of knowledgeable IT professionals, the simplicity of the intellectual property act, the willingness of authority regarding the implementation of DRM and frequently training arrangements for library professionals for the advancement of DH in the university libraries of Bangladesh. Originality/value The insights and views of the respondents regarding DRM tools and technologies obtained from this study are original and unique.
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Juchnevič, Laura. "Personalo valdymas bibliotekos reputacijos vadyboje: Lietuvos apskričių viešųjų bibliotekų tyrimo rezultatų pristatymas." Informacijos mokslai 55 (January 1, 2011): 19–31. http://dx.doi.org/10.15388/im.2011.0.3158.
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Vienas dabar aktualių klausimų – rūpinimasis organizacijos reputacija ir jos palaikymu. Ypač svarbu išsilaikyti nuolat kintančioje visuomenėje, sudominti savo paslaugomis ar produktais jau esamus ar potencialius vartotojus, didinti suinteresuotųjų pasitikėjimą. Manoma, kad tai ypač svarbu privačioms ar verslo organizacijoms, užmirštant valstybines bei viešąsias organizacijas. Šiame straipsnyje dėmesys telkiamas į valstybines įstaigas – bibliotekas. Jos analizuojamos pasitelkus personalo valdymo dėmenį, o tyrimui pasirinkus Lietuvos apskričių viešąsias bibliotekas.Straipsnis parengtas remiantis magistro darbu „Personalo valdymas bibliotekos reputacijos vadyboje“ (vadovė doc. dr. Renata Matkevičienė; Vilnius, 2010 m.).Pagrindiniai žodžiai: reputacijos vadyba, bibliotekos reputacijos vadyba, personalo valdymas.Role of Personnel Management in Library Reputation ManagementLaura Juchnevič SummaryCaring for the organization’s reputation, its furtherance is among the questions of the day. It is determined by the aim to survive in the ever-changing society, to engage the existing and potential customers in services or products, to increase the trust in services of all interested parties. It is believed that caring for the organization’s reputation is of utmost importance only for private and business organizations, thus forgetting public organizations. This article focuses on public institutions – libraries – while analyzing the problem through the profile of human resource management, using the model of Lithuanian county public libraries. The article is based on the master’s work (supervisor Assoc. Prof. Dr. Renata Matkevičienė; Vilnius, 2010).n>
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Paley, Jeremy, Julia Cottrill, Katherine Errecart, Aimee White, Carrie Schaden, Tyler Schrag, Robert Douglas, Beeta Tahmassebi, Rachel Crocker, and David Streatfield. "The evolution of Global Libraries’ performance measurement and impact assessment systems." Performance Measurement and Metrics 16, no. 2 (July 13, 2015): 132–58. http://dx.doi.org/10.1108/pmm-04-2015-0010.
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Purpose – The purpose of this paper is to describe the evolution of a common approach to impact assessment across the Global Libraries (GL) portfolio of grants. It presents an overview of two systems, the Performance Metrics (PMs) and the Common Impact Measurement System (CIMS). By providing a standard set of definitions and methods for use across countries, these systems enable grantees to collect data that can be compared and aggregated for the purpose of collective learning, improvement, accountability, and advocacy. Design/methodology/approach – The PMs offer a standard methodology to collect library project performance management data, whereas the CIMS is a standard survey of public library users. The paper describes how the PM and CIMS data are being visualized and used, with examples of findings and lessons learned. Findings – The paper cites examples of the type of PM and CIMS data available, with a focus on employment, gender, and case studies from Botswana and Indonesia. These highlights illustrate how libraries’ user demographics differ from other types of public internet access venues and how libraries can contribute to strong employment and growth. Research limitations/implications – The measurement systems rely on different partners collecting data for the same metrics across different countries; while each grantee adheres to a standard methodology, small procedural, and methodological differences are inevitable. Future research could focus on conducting similar studies elsewhere, outside the cohort of countries in the GL portfolio of grants. Practical implications – The paper offers insights and lessons for library agencies or institutions interested in implementing a common measurement system. Recognizing that few library projects have the resources to track a comprehensive set of indicators, a case study is presented about how smaller initiatives can adapt these systems to their needs. Social implications – The indicators described in this paper enable public libraries to shift their focus from services provided to the outcomes they help individuals and communities realize, potentially increasing the potency of their programming and advocacy. Originality/value – Common measurement systems are not new, but their application in the public library field is novel, as is the Data Atlas, a platform grantees use to compare results across metrics, track progress, and conduct advocacy.
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Zemengue, J. "Formation of the Organizational and Functional Structure of Library Education in the Republic of Cameroon." Bibliotekovedenie [Library and Information Science (Russia)] 67, no. 2 (July 10, 2018): 181–88. http://dx.doi.org/10.25281/0869-608x-2018-67-2-181-188.
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The paper considers the works of Russian specialists and scientists from other countries devoted to the organizational and functional process of training of library personnel. The author proposes to use this experience to form the system of library education in the Republic of Cameroon. The organizational and functional structure of library staff training in the Republic of Cameroon should include the following multifunctional and successively interrelated levels: specialized secondary library education, higher library education, training of scientific personnel and additional training programs for the professional development and retraining of specialists. For realization of such a structure dedicated to the training of specialists, it would seem appropriate to decide at the government level on the establishment of a Library and Information Science College in the country, which would focus on training of mid-level specialists, primarily for small public libraries. At the University of Yaounde ІІ, it is important to create a Library and Information Science Faculty and start the Master’s Degree training of students in librarianship; and in the longer term, Postgraduate programs for scientific staff. Organisation of qualification improvement and professional retraining can be carried out by joint efforts of the University of Yaounde ІІ and the major libraries of Cameroon. Practical introduction of the organizational and functional structure as the basis for implementation of training system for library staff in the Republic of Cameroon shall be carried out on the basis of classical management functions: planning, organization, motivation, coordination and regulation, control, taking into account the external and internal factors influencing the training of library staff.
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Golodnova, Nina N. "The System of Versions of the Library Bibliographic Classification: Evolution and Modernisation." Bibliotekovedenie [Russian Journal of Library Science] 70, no. 4 (September 10, 2021): 365–73. http://dx.doi.org/10.25281/0869-608x-2021-70-4-365-373.
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The Library Bibliographic Classification (LBC) is the national classification sistem of the Russian Federation. Its support is one of the priority areas of activity of the Russian State Library. The LBC is used in most libraries of the country, fully covering the most numerous groups — public and school libraries, all central libraries of the entities of the Russian Federation, libraries for children and youth, special libraries for the blind and visually impaired persons, libraries of higher educational institutions, libraries of the armed forces of the Russian Federation as well as part of the libraries of the Russian Academy of Sciences (RAS), other systems and authorities.The work with the LBC involves its development as a system of versions and publications (maintaining the standard of the LBC schedules in machine-readable form; timely updating the content and structure of the LBC; preparation, publishing, and distribution of the Abridged, Medium and Complete LBC schedules in printed and machine-readable forms, immediate changes and corrections to the schedules). There is a need for methods to systematise documents on the basis of the LBC, provision of consulting work to the library network of the country (conducting training seminars, publishing recommendations and practical guide-books, conducting operational consulting, using available communication channels); maintaining the system of training and professional development of personnel, etc.Since the 2000s, all areas of scientific and practical activity on the management of the LBC have focused on the task of modernising the national classification system. The paper analyses the system of versions of the LBC which was implemented in the form of various versions of the classification schedules. The identifying features are the title and the year of publication. The main schedules are Complete, Medium, and Abridged schedules which are supplemented with Special ones. The article presents the historical evolution of the system of BC versions depending on the conditions of its functioning. The theoretical justification is given and the problems of practical implementation of the modernisation of the schedules are considered.
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Pieper, Kelsey J., Adrienne Katner, Rebecca Kriss, Min Tang, and Marc A. Edwards. "Understanding lead in water and avoidance strategies: a United States perspective for informed decision-making." Journal of Water and Health 17, no. 4 (May 24, 2019): 540–55. http://dx.doi.org/10.2166/wh.2019.272.
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Abstract The pervasiveness of lead in drinking water poses a significant public health threat, which can be reduced by implementing preventive measures. However, the causes of elevated lead in water and the benefits of lead in water avoidance strategies are often misunderstood. Based on experiences in the United States, this paper describes an oversimplified ‘lead in water equation’ to explain key variables controlling the presence of lead in drinking water to better inform public health practitioners, government officials, utility personnel, and concerned residents. We illustrate the application of the equation in Flint, Michigan and explore the primary household-level water lead avoidance strategies recommended during the crisis, including flushing, filtration, bottled water use, and lead pipe removal. In addition to lead reduction, strategies are evaluated based on costs and limitations. While these lead avoidance strategies will reduce water lead to some degree, the costs, limitations, and effectiveness of these strategies will be site- and event-specific. This paper presents a simplified approach to communicate key factors which must be considered to effectively reduce waterborne lead exposures for a wide range of decision makers. This article has been made Open Access thanks to the generous support of a global network of libraries as part of the Knowledge Unlatched Select initiative.
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Tsorlini, Angeliki. "Documenting, organizing and demonstrating the cartographic wealth of a library, through an information system, to the public." Abstracts of the ICA 1 (July 15, 2019): 1–2. http://dx.doi.org/10.5194/ica-abs-1-370-2019.
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<p><strong>Abstract.</strong> Historical maps consist an important source of information and a research tool for several researchers of various scientific fields, especially the humanities (Michev 2016), who are working on the geographic analysis of the environment. For them, the digital comparative analysis of historical and modern maps offers a variety of benefits. It expands the scope of their research, providing them the opportunity to study the geometric and thematic properties of the maps, or they use maps constructed on different periods to detect and determine changes in the physical environment, border changes, or changes on the toponyms (e.g. Boutoura & Livieratos, 1986, 2006; Livieratos, 2006; Tsorlini et al, 2010). This is really essential, especially when these changes are only apparent through maps and no other written source exists (Tsorlini et al, 2017).</p><p>Historical maps in different forms, independent or embedded in books, atlases or map series, are located in map collections mainly in libraries worldwide. These cartographic materials abroad are stored in specific departments in the libraries, where specialized personnel deals with them and is responsible for their management, preservation and demonstration to the public. This is not the case for our country, since many historical maps and other related cartographic material in libraries, remain almost unknown to researchers and generally to the public. Sometimes, there are difficulties even to detect historical maps in the library’s system, because they are documented and recorded following specific rules related mainly to traditional descriptive methods applied in book-keeping and book-archiving (Boutoura, 2014). As a consequence, there are important maps, who haven’t been studied or analysed until today and their important value has not been exploited yet in library’s environment.</p><p>One of the most important libraries in Greece and the second in size after the National Library, is the Library and Information Centre of the Aristotle University of Thessaloniki (AUTH Library). The cartographic material located in AUTH Library has not been documented and studied properly in all its size and the cartographic wealth has not been exploited in Library’s environment, until its cooperation with the Laboratory of Cartography and Geographical Analysis which was realized recently. In the frame of this cooperation, a research project was developed focusing on one of the AUTH Library’s collections, the very important Ioannis Tricoglou Library, with the aim to collect, document and organize the cartographic material found in this collection, in an information system, which will give the opportunity to researchers and to the general public to search for maps, independent or embedded in books, and to find relevant information for them through an easy and user-friendly digital environment. In this way, historical maps and other cartographic material located in Library’s collections will be demonstrated to researchers and the general public, presenting and promoting also the cartographic wealth of the library.</p><p>The main stages of this project are: a) the collection and documentation of the maps found in Ioannis Tricoglou Library, b)the proper transformation of these data to provide information through a database, c) the connection of the maps in thedatabase with other related textual and pictorial sources, in order to enrich the information provided for the maps not onlyfor researchers and students, but also for the library’s staff, simplifying in this way the searching procedure and finally(Tsorlini et al, 2018a), and finally, d) the development of a user-friendly digital environment, which will provide accessto historical maps and relevant cartographic material located in Ioannis Tricoglou Library. Emphasis on this project isgiven to the maps which were found inside the books, since they were not recorded and documented correctly, they werenot digitized in the proper way, thus it was impossible to detect them through the existing library’s system (Tsorlini et al,2018b).</p><p>In this paper, we will analyse shortly the main stages of the project and we will discuss the problems appeared during the whole procedure. Moreover, we will present its results, which can assist to the improvement of the library’s searching system and to the demonstration of the unknown cartographic wealth of the library to the academic community and general public.</p>
Dissertations / Theses on the topic "Public libraries – Botswana – Personnel management"
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Nkala, Elizabeth Oarabile. "The use of assessment centres as a selection and development tool for executive leaders in the Botswana public service." Thesis, Nelson Mandela Metropolitan University, 2015. http://hdl.handle.net/10948/5814.
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Organisations worldwide are attempting to identify talent by using various assessment methods to evaluate competencies perceived to be core to the mandate of their organisations. In recent years recruitment and selection of individuals rely on assessment methods deemed to have high validity and reliability. One such assessment method used worldwide to evaluate top management is the assessment centre, commonly referred to as the AC. The main research problem of this study focussed on an evaluation of the extent to which the assessment centre method is effectively used for the selection and development of senior management employees in the public service of Botswana. The main research problem had eight sub-problems which were addressed through the following actions: A comprehensive literature study was conducted to define and establish the purpose of assessment centres. Moreover, the study aimed to establish the international best practice for the administration of the assessment centre as a tool for selection and talent development. Subsequent to the literature study an interview schedule and survey questionnaire were developed based on the literature. The interview schedule was used to obtain information from consultants who provide assessment centre services to the public service. The objective of the questionnaire was to obtain information from the recipients of the service and determine the extent to which that information compares with information obtained from the consultants. The questionnaire was distributed to a randomly selected population. The results of the empirical study were statistically analysed and interpreted and revealed that permanent and deputy permanent secretaries are more aware of the reasons for using the assessment centre method than directors and deputy directors. These senior management employees felt that the assessment centre is an effective tool for selection and development but the results from the assessment centre are not optimally used for development. The study revealed that generally the assessment centre process conducted in the Botswana public service is in line with international best practice of assessment centres. However, there are certain areas that need some improvement for the assessment centre to entirely conform to international best practice. These areas include the implementation of an assessment centre policy and the improvement of feedback and vital information provided to participants prior to the centre. The empirical study also revealed that senior management employees hold the view that many senior officers in the public service do not know the importance of the assessment centre method and are not comfortable to participate in such a centre. The assessment centre method has proven to be an effective tool for evaluating competencies. This is due to its use of multiple techniques, assessors, simulations and exercises. Theory has revealed that the assessment centre has higher validity and reliability than other assessment methods. However, due to the high costs of running assessment centres, some organisations take shortcuts and therefore jeopardise its validity.
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Tshukudu, Theophilus Tebetso. "A model for evaluating training and development initiatives in the Botswana public service." Thesis, Nelson Mandela Metropolitan University, 2009. http://hdl.handle.net/10948/879.
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The purpose of this study was to develop an integrated model for evaluating training and development initiatives used by the Botswana public service. To achieve this goal, the following actions were taken: A literature study was conducted to identify the scope and impact of an effective training and development initiative and its evaluation; A literature study was conducted to identify strategies for evaluating training and development initiatives. The theoretical study focused on effective training and development strategies and their evaluation and critical organisational factors that contribute to successful training evaluation; The findings from the literature study were integrated into a model for evaluating training and development initiatives to be used by the Botswana public service; and This model was used as the basis for the development of a survey questionnaire to determine whether trainers, training managers and supervisors who were responsible for training and development in the public service agreed with the effective strategies for evaluating training and development developed in the study. The survey was conducted in ministries and departments in the south east district of Botswana, mainly in Gaborone, where ministries and government departments are located. The empirical results from the study showed that the majority of respondents’ training and development activities were not evaluated and that there is no link between training and development and performance management. In particular, disagreements were shown with regard to ten strategies and critical organisational factors. Evaluation of training and development in general, is an issue that organisations are challenged with on a daily basis. Lack of skills by trainers on how to evaluate training and development is one major contributing factor to this problem. An integrated and strategic approach towards the evaluation of training and development is required to effectively and constructively train and development employees according to strategic organisational goals, rather than according to individual trainee’s goals.
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Jain, Priti. "The role of performance appraisal in strategic human resources management in public libraries in Botswana." Thesis, 2004. http://hdl.handle.net/10500/2516.
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The purpose of the research was to recommend a model for strategic human resource
management through an effective staff performance appraisal system in Botswana public
libraries.
Performance appraisal is not a new concept; however the evolution of performance
appraisal tools and techniques has been slow compared to that of other management
fields. This discrepancy is now being realised; organisations are starting to acknowledge
the importance of comprehensive, regular appraisal of staff as part of an effective human
resource management policy. Human resources are a scarce and valuable tool in any
organisation and it is mainly through performance appraisal that they can be developed
and maintained, to ensure organisational success.
The theory underlying strategic human resource management and performance
management has been studied. Empirical research through a questionnaire was carried
out in 23 public libraries. From these it was possible to develop a model entitled "A
recommended strategic human resource management model".
From empirical investigation the main critical qualities for efficient public library
services were revealed as enthusiasm; positive attitude; innovative thinking; capability
and commitment; critical competencies as expertise; team-building; and leadership;
critical external factors as external environment; global competition; shrinking budget;
changing library customers and employees' needs and information technology; strategic
management issues organisational culture; transformational leadership; employee
recognition and reward systems; performance measurement system; productivity
improvement; and customer orientation; critical staff issues as sense of purpose and
achievement; feeling of self-worth; job-security; recognition; status; career development;
and salary; motivational factors as effective communication; job satisfaction; delegation
of authority; clear job description; performance feedback; conducive working
environment; human resource strategy issues as motivation building among staff;continuous education and development; generating competitive advantage through human
resources; and alignment of human resource strategy with strategic management plan.
The study recommends a strategic human resource management model for libraries along
with: conducive working environment; adequate IT infrastructure to store, organise and
retrieve information; staff training for excellent customer service; objective, reward based
staff appraisal; performance feedback; performance appraisal should be aligned with staff
selection, library mission, staff motivation and promotion in order to use it strategically;
and human resource strategy should be developed immediately.Information Science
D. Litt. et Phil. (Information Science)
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Terblanche, Fransie. "Die benutting van menslike hulpbronne in openbare biblioteke in Suid-Afrika." Thesis, 1999. http://hdl.handle.net/10500/16177.
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Text in AfrikaansSummaries in Afrikaans and English
Dit is vir enige openbare biblioteek wat sy doelstellings suksesvol wil bereik absoluut noodsaaklik om die mens as die belangrikste hulpbron in die ondememing doeltreffend te bestuur en optimaal te benut. Openbare biblioteke in Suid-Afrika ondervind egter sedert die veranderende politieke bestel in 1994, groat druk om 'n leidende rol in die gemeenskap te speel ten opsigte van opleiding en ontwikkeling aan die jeug, volwasse onderwys te ondersteun en aktief by gemeenskapsontwikkelingsprojekte betrokke te raak. Die openbare biblioteek het verder die verantwoordelikheid om inligting aan die gemeenskap te verskaf met die oog op besluitneming en suksesvolle gemeenskapsontwikkeling. Hierdie klemverskuiwing in die openbare biblioteek se doelstellings moet verder bestuur, en ten uitvoer gebring word te midde van 'n moeilike finansiele klimaat, 'n uitgebreide gebruikerskorps met veranderende gebruikersbehoeftes en tegnologiese uitdagings. Ten einde hierdie uitdagings aan die openbare biblioteek te bestuur, is dit noodsaaklik dat die menslike hulpbron so goed moontlik benut sal word volgens sy kundigheid en vermoens. Die werknemer bevind homself in drie omgewings in sy werkplek naamlik die taakinhoudomgewing, die taakverbandomgewi ng en die eksteme omgewing. I hierdie omgewings waarbinne die werknemer sy taak moet verrig is daar ' verskeidenheid faktore aanwesig wat sy prestasie en dus sy benutting kan bei'nvloed. Die teorie onderliggend aan menslikehulpbronbenutti ng is bestudeer en 'n ge·inte-greerde model vir menslikehulpbronbenutting is ontwikkel, waarop 'n empiriese studie gevolg het om die faktore te identifiseer wat menslikehulpbronbenutting in openbare biblioteke in Suid-Afrika kan be'invloed. Uit die empiriese ondersoek is vier faktore ge'identifiseer wat menslikehulpbron benutting in die openbare biblioteek kan be'invloed naamlik: • die algemene houding van die werknemer teenoor sy taak en die openbare biblioteekberoep • opleiding en ontwikkeling van werknemers • inligtingtegnologie • loopbaanbestuur Slegs die eerste faktor in die ondersoek het positief na vore getree, terwyl die ander drie negatief gepresteer het. Ten einde openbare biblioteekbestuur in staat te stel om hierdie leemtes, wat deur middel van hierdie faktore ge'identifiseer word reg te stel word 'n geintegreerde menslikehulpbronbenuttingsmodel voorgestel. Hierdie model bestaan uit verskillende komponente wat volgens behoefte van die biblioteek ge'implementeer kan word.
It is absolutely essential, for any public library that wishes to attain its objectives successfully, to manage human beings as its most important resource efficiently and to utilise them optimally.Since the change in the political dispensation in 1994, however, public libraries in South Africa experience mounting pressure to play a leading role in respect of education and the development of youth, to support adult education and engage positively in community development projects. A further responsibility of the public library is to supply information to the community to assist decision making and successful community development. To complicate matters, this shift in emphasis in the public library's objectives has to be managed and brought to fruition under the following conditions: a difficult financial climate, an extended corps of users with changing requirements, and technological challenges. To manage these challenges to the public library, it is essential that human resources be utilised as well as possible in accordance with their expertise and abilities. Employees find themselves in three environments, namely the job content environment, the job context environment and the external environment. A variety of factors which can influence the performance, and therefore the utilisation of employees are present in these environments in which they have to fulfiltheir task.The theory underlying the utilisation of human resources has been studied and an integrated model for human resource utilisation has been developed. This was followed by an empirical study to identify the factors which influence the utilisation of human resources in public libraries in South Africa. From the empirical investigation four factors were identified which can influence the utilisation of human resources in public libraries, namely: • the general attitude of the employee to the task and the profession of public librarianship • training and development of employees • information technology • career management Only the first factor emerged positively from the study, while the other three performed negatively. To enable public library management to remedy the deficiencies identified with the help of these factors, an integrated human resources utilisation model is proposed. This model consists of various components which can be implemented according to the needs of the specific library.
Informations Sciences
D.Litt. et Phil. (Inligtingkunde)
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Masenya, Selatswa Johannes. "Determinants of turnover intentions of librarians at the city of Johannesburg libraries : implications on provision of library services." Diss., 2019. http://hdl.handle.net/10500/26978.
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Organisations are confronted with the challenges of managing, controlling and putting in place
retention strategies to mitigate against high turnover intention. This is also the case with public
libraries. The purpose of this study was to investigate the determinants of the turnover intention
of public librarians at the City of Johannesburg Libraries (COJLIS) in the Gauteng province of
South Africa, with a view to developing a retention strategy. Turnover intention can bring
devastation to the organisation and can also lead to negative consequences such as decreased
morale and productivity, shortage of skilled and qualified librarians, direct and indirect costs
to library organisation and loss of knowledge. This quantitative research study utilised the
conceptual framework to investigate demographic, personal and organisational factors
influencing turnover intentions of librarians.
The conceptual framework for the present study incorporated aspects of a theory or theories,
concepts from the literature, personal experiences, knowledge of the context and models The
aspects of theory or theories and concepts from the literature on employee turnover “content”
and “process” models such as Mobley (1977), Jerome (2017), Nair, Mee & Cheik (2016), Perez
(2008), Spector (2005), Spector (1997), Price and Mueller (2000) and Price (2001)were
modified to suit this study for public librarians at COJLIS. Mobley’s (1977) turnover process
model was germane to this study, as it theorises a linear sequence consisting of the following:
“dissatisfaction, thoughts of quitting, evaluation of subjective expected utility of job search and
costs of quitting, search intentions, evaluation of alternatives, comparison of alternatives and
present job, intentions to quit and quitting”.
The constituents of the conceptual framework are demographics factors (age, tenure and job
designation level), personal factors (job satisfaction and organisational commitment) and
organisational factors (payment and fringe benefits, location of workplace, working
environment: flexi working hours, perceived alternative employment opportunity, promotion
and recognition, personal interaction, supervision and leadership, training and opportunity to
utilise skills) as well as turnover intention.
This study employed the census method and adopted the cross-sectional survey design method
to collect data from 174 librarians working in 89 public libraries and three support sections at
COJLIS. Data collection involved the use of a closed-ended questionnaire, as well as analysis documents such as strategic plans and human resource policies. Quantitative data were
analysed using the Statistical Packages for Social Sciences (SPSS) according to the objectives
of the study. The researcher conducted a linear regression test to find the instance of correlation
between personal and organisational variables, and librarians’ intention to leave their
workplace.
The findings revealed that demographic determinants (age, tenure and job designation level)
are significantly related to turnover intention. Tenure was a highly significant predictor of
turnover intention. The major findings to this study were a negative and significant relationship
between payment and fringe benefits, working environment: flexi working hours (work-life
balance) promotion and recognition towards turnover intention. The study concludes that
COLIS may be able to reduce turnover intention through the improvement of factors such as
payment and fringe benefit, working environment: flexi working hours (work-life balance)
promotion and recognition which would lead to increased job satisfaction and organisational
commitment.
It is recommended that in order to mitigate turnover intention and increase retention, the talent
retention policy, strategy and initiatives should be developed which could incorporate the
variables (e.g. payment and fringe benefits, promotion and recognition and training to develop
and utilise new skills) of the suggested conceptual talent retention model for COJLIS. A further
study to validate a newly developed retention model in COJLIS is recommended.Information Science
M. Inf.
6
Orapeleng, Shathani Rejoyce. "Innovative leadership in managing conflict at selected senior secondary schools in Botswana." Thesis, 2017. http://hdl.handle.net/10500/23231.
Full textAbstract:
The phenomenon of conflict is the problem that principals are faced with in their respective schools. The aim of this study was to explore the role that innovative leadership could play in managing conflict at the selected schools in Botswana. For the purpose of this study, a qualitative research approach was adopted. It included interviews, during which the informants responded to open-ended questions; observations, where the researcher visited the schools and interacted with the informants; and document analysis. These methods were employed to determine the perceptions of participants regarding the nature, extent, and causes of conflict at the selected schools. The study indicated that a number of factors could significantly contribute in managing conflict. Employing innovative educational leaders, benchmarking, using bottom-up communication skills, and the engagement of policy analysts, are some of the key recommendations made for avoiding further conflict within schools and between schools and the Ministry of Education.Educational Leadership and Management
D. Ed. (Educational Management)
Books on the topic "Public libraries – Botswana – Personnel management"
1
Middle management in academic and public libraries. Santa Barbara, Calif: Libraries Unlimited, 2011.
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2
Wo guo gong gong tu shu guan ren li zi yuan pei xun zhi tan tao. Taibei Shi: Han mei tu shu you xian gong si, 1994.
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3
Maulding, Virginia. Developing public library policies. [Chicago, Ill.]: Illinois Library Trustee Association, 1987.
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University of Illinois at Urbana-Champaign. Graduate School of Library and Information Science., ed. Evaluation of public services and public services personnel. Urbana-Champaign, Ill: University of Illinois, Graduate School of Library and Information Science, 1991.
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5
Cummins, Thompson R. The use of selected management techniques in personnel evaluation and personnel development programs in public libraries. Ann Arbor, Mich: University Microfilms International, 1988.
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6
Library, North Carolina State. 2012 North Carolina public library standards. Raleigh, N.C.]: State Library of North Carolina, 2012.
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7
Library volunteers--worth the effort!: A program manager's guide. Jefferson, N.C: McFarland & Co., 1994.
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8
Library, San Francisco Public. San Francisco Public Library organizational manual. San Francisco, CA: San Francisco Public Library, 1994.
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9
Richard, Rubin. A study of employee turnover of full time public librarians in moderately-large and large size public libraries in seven midwestern states. Ann Arbor, Mich: University Microfilms International, 1987.
Find full textBook chapters on the topic "Public libraries – Botswana – Personnel management"
1
Heyser, Teresa, and Richard G. Heyser. "The Role of Library Education in Meeting the Personnel Needs of Public and School Libraries." In Human Resources Management in Libraries, 3–20. Routledge, 2019. http://dx.doi.org/10.4324/9780429355295-2.
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