Library staff development at the University of Auckland Library – <IT>Te Tumu Herenga</IT>: Endeavouring to “get what it takes” in an academic library

Claudia Adams

doi:10.1108/01435120911006557

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Library Management

ISSN: 0143-5124
Incorporates: Librarian Career Development

Online from: 1979

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Library staff development at the University of Auckland Library – Te Tumu Herenga: Endeavouring to “get what it takes” in an academic library

Document Information:
Title:	Library staff development at the University of Auckland Library – Te Tumu Herenga: Endeavouring to “get what it takes” in an academic library
Author(s):	Claudia Adams, (The University of Auckland Library, Auckland, New Zealand)
Citation:	Claudia Adams, (2009) "Library staff development at the University of Auckland Library – Te Tumu Herenga: Endeavouring to “get what it takes” in an academic library", Library Management, Vol. 30 Iss: 8/9, pp.593 - 607
Keywords:	Academic libraries, Competences, Employee development, Human resource management, New Zealand, Skills
Article type:	Case study
DOI:	10.1108/01435120911006557 (Permanent URL)
Publisher:	Emerald Group Publishing Limited
Acknowledgements:	The author thanks Hester Mountifield, Carol Catley, Li Wang, Helen Renwick, Joanne Rowan and Nigel Adams for providing valuable comments on the paper. This paper was originally delivered at “People in the information profession: a CAVAL conference”, Melbourne, Australia, 15-16 October 2009.
Abstract:	Purpose – This paper aims to describe the approach taken by a staff development committee at a large academic library in New Zealand to reinvigorate professional and personal development. It seeks to examine the processes used, projects carried out and to highlight the outcomes. Design/methodology/approach – To identify training needs, a skills and attributes matrix was developed to which current courses were mapped. Priorities identified in the matrix informed the creation of a programme for which courses were commissioned. An orientation programme for new staff was re-introduced which included the creation of a new staff development and training web site. Findings – The approach taken by the Library Staff Development Advisory Group created a sustainable process, whereby staff development could periodically be reviewed. A relevant staff development programme could be created to meet the most important current training needs of staff. Reintroducing an orientation programme was successful – it was well attended and favourably received by staff. Research limitations/implications – An in-depth needs analysis for specialist tasks to identify specific training needs for those areas could be conducted. Measuring the impact of training on services or behaviour has not yet been attempted. Originality/value – This paper may be useful to any group deciding to review staff development in any workplace and is not restricted to libraries.