Impact Of Staff Training On Library Development

Project and Seminar Material for Library and Information Science

Impact Of Staff Training On Library Development


Abstract


The study examined staff training on library development. Descriptive survey research design was used for this study. Data was collected by means of a questionnaire from two hundred (200) library staff at the University of Jos and other selected libraries in Jos. The findings arising from the study are: most of the library staff received training and development through seminars and workshops, orientation courses, in-service and induction courses and regular programmes. The result shows that training and development brings about job efficiency, motivation and satisfaction. The study concludes that training and development have positive influence on library services and as such, should be given priority. It was recommended that there should be a staff development committee for academic libraries, whose responsibility will be to cater for the development of staff in all ramifications.


Chapter One


Introduction

1.1.Background of the Study

Libraries are established either by the government, individuals or corporate organizations for the use of the populace. According to the International Federation of Library Association and Institution, IFLA (2001), the public library is an organization established, supported and funded by the community, either through local, regional or national government or through some other form of community organization. It provides access to knowledge, information and works of imagination through a range of resources (financial, human and material resources) and services. Library users are usually made of people of different age range and educational qualifications – men, women, young adults and children.

Staffing in a library system is made up of the director of library services, followed by the assistant chief librarian or deputy director. Their subordinates include all categories of librarians, library officers, library assistants, attendants, technicians and gardeners. These fall under the professionals, para-professionals and non-professionals all of whom should be qualified in terms of training and certification according to their levels. Training is a very important device in personnel management.

Worker training and development as Adeniji (2011) said is an important programme that promotes the worker in an industrial set up. Considering the fact that information provision to every user is the mission of libraries, the need for training in this regard cannot be over emphasized. Just as Achebe (2005) said that libraries are local centres for information, a library worker whose work is to provide information for users in any way needs to be competent enough in any area he finds himself in the library. Tella and Popoola (2007) asserted that training is an essential strategy for motivating workers in the library as a service organization. For the librarians or information professionals as well as other workers develop themselvesto serve the public efficiently, there is dire need for them to acquire the needed skills suitable for the work at hand.

In the words of Chadan (2000), training is a short term process utilizing a systematic and organized procedure by which non-managerial personnel learn technical knowledge and skills for a definite process. This definition is found lacking because training should be for managerial and nonmanagerial staff. A personnel training scheme, (PTS) as Abba &Dawha (2009) called it is one that seeks to improve work performance. They cited Slee (1997) who saw this as a systematic approach to staff development and continuing education that is usually in form of a programme of learning opportunities aimed at ensuring that workers continue to acquire and adapt their skills and knowledge to a changing environment. They stressed that a well-trained worker knows the scope and expectations of their jobs and will be able to add building blocks to his/her expertise as he/she progresses.

Everybody needs self-development professionally. By attending seminars and conferences, the managerial staff can improve professionally. Training is a public or private education programmes directly applicable to work situation. When there are lapses or loopholes in work efficiency and expected productivity, it means that the workers involved need more and better skills and knowledge to be gained through training. According to the report of the University of Massachusetts Amherst Libraries Staff Development working group (1998), libraries need a staff that is well versed in all facets of work in order to provide their users with excellent services


1.2. Statement of the Problem

Training has been observed to be a very important device in personnel management in public as well as other libraries. In spite of the fact that no organization can grow in its services without continuous training of their staff, it has been observed that most workers of this library as well as other public libraries around them may not have been adequately exposed to training programmes. This probably affectsworkers’ efficiency adversely and as such it is certain that the public/users’ needs are not always satisfied.


1.3 Objectives of the Study

The following will serve as the aims and objectives in venturing into this study

  1. To examine the impact of staff training on library development in Nigeria.
  2. To know is a relationship exists between staff training and library development in Nigeria.
  3. To examine the state of library in Nigeria.
  4. To know if library staff are adequately trained.

1.4 Research Hypothesis

Hypotheses one
  • Ho: There is no relationship between staff training staff performance
  • Hi: There is a relationship between staff training staff performance
Hypotheses Two
  • Ho: Library staff are not adequately trained
  • Hi: Library staff are adequately trained

1.5 Significance of the Study

The findings and outcome of this study will always help in sensitizing the management board of this and other public libraries on the training programmes that should be provided for their workers. It will also help researchers in librarianship, planners of library training programmes and the workers themselves by providing them with useful information.


1.6 Scope and Limitation of the Study

This study is primarily concerned with the impact of staff training on library development. This study covers university of Jos and other selected library in the state.The researcher encountered some constraints, which limited the scope of the study. These constraints include but are not limited to the following.

a) Availability of Research Material:

The research material available to the researcher is insufficient, thereby limiting the study

b) Time:

The time frame allocated to the study does not enhance wider coverage as the researcher has to combine other academic activities and examinations with the study.


1.9. Definition of Terms

Library:

A building or room containing collections of books, periodicals, and sometimes films and recorded music for use or borrowing by the public or the members of an institution

Staff:

All the people employed by a particular organization.

Training:

The action of teaching a person or animal a particular skill or type of behaviour.


1.8 Organization of the Study

This research work is organized in five chapters, for easy understanding, as follows

  1. Chapter one is concerned with the introduction, which consist of the (overview, of the study), historical background, statement of problem, objectives of the study, research hypotheses, significance of the study, scope and limitation of the study, definition of terms and historical background of the study.
  2. Chapter two highlights the theoretical framework on which the study is based, thus the review of related literature.
  3. Chapter three deals on the research design and methodology adopted in the study.
  4. Chapter four concentrate on the data collection and analysis and presentation of finding.
  5. Chapter five gives summary, conclusion, and recommendations made of the study

Chapter Five


Summary, Conclusion and Recommendation

5.1 Introduction

It is important to ascertain that the objective of this study was to have a critical analysis of impact of staff training on library development.

In the preceding chapter, the relevant data collected for this study were presented, critically analyzed and appropriate interpretation given. In this chapter, certain recommendations are made, which in the opinion of the researcher will be of benefit in addressing the challenges of library development.


5.2 Summary

This study aimed at havinga critical analysis of impact of staff training on library development. Four objectiveswere raised to guide this study. These objectives include:To examine the impact of staff training on library development in Nigeria, to know is a relationship exists between staff training and library development in Nigeria, to examine the state of library in Nigeria and to know if library staff are adequately trained.


5.3 Conclusion

Based on the above findings pertaining to the objectives of the study the following conclusions are drawn.
Staff development activities are as important for library staff as it is practiced in other occupations. Contrasting other jobs, the library employees are isolated and are confined to perform almost similar tasks. Thus, chances are reduced to get benefited to work in different cadres and avail staff development opportunities. Different staff development activities taken at the library are evident that library staff has considerably developed their competencies. Trainings of the last 4 years show that staff have gain necessary skills and are performing in diversified fields. The staff that used to do one job are now much more equipped to do several jobs and can perform additional assignments in a benefited manner. These activities has not only developed the library staff professionally and personally but also contributed to achieve the organizational goals.


5.4 Recommendation

  1. The management of libraries should have it as a duty to detect when there is a flaw in performance and productivity, therefore embark on training for her staff.
  2. Performance appraisals should be constantly conducted from time to time, to help to instill duty consciousness in the staff. This will enhance excellence in the operations of the library.
  3. Library management should always endeavour to sponsor interested individuals, who have willingly indicated interest in undergoing a training programme; the sponsorship either fully sponsored by the management or partly notwithstanding, the management should always supervise to ensure at their staff did not at any point withdraw from the programme.
  4. Staff whose productivity is still low after undergoing training exercise should be given strict instruction on the need to improve as their non -significant contribution to the organization could cause deterioration of the organization.

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