By Barbara Allan
The subject of employees improvement isn't new to the realm of library paintings and its desire in latest info association isn't any much less urgent. yet how can a supervisor desire to draw and retain a talented crew within the face of economic constraints, declining or flattened budgets, and downsizing tasks?
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Extra info for Developing Library Staff Through Work-based Learning
There should be equal access to learning opportunities and resources. Everyone must be encouraged to use work experiences as learning opportunities. There must be a primary emphasis in organizations on the creation of “learningful” work supported by cultures, styles of leadership, contexts and supporting resources. Learning must be recognized directly through the perjormance it enables, and reward systems should encourage the application of learning and encouragement of learning in others. 46 Learning in the workplace Systems f o r capturing and sharing learning must be put in place.
In libraries which aren’t involved in the types of formal planning processes described above, individual managers, team leaders or individual members of staff may call a one-to-one staff development meeting as the result of a perceived learning need. : training needs analysis negotiation process identification of development goals prioritization of development goals specific action planning. They result in an action pan which is often in the form of a signed contract between the member of staff and the manager.
Typical themes for personal development activities include: assertiveness training creativity Developing a learning organization 41 accelerated learning time management communication skills negotiating skills. Team learning may be developed by applying individual learning processes to groups and may involve activities such as identifying learning styles, which is described in Chapter 2 , identifying group roles (see Part 2 under Self-assessment Questionnaires). In addition, the identification of preferred group roles, using diagnostic tools such as that developed by Belbin (1981), enables staff to identify their strengths and allowable weaknesses.