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Article
Publication date: 1 March 2000

Sue Browell

A cooperative model of staff development in relation to professional education is outlined which considers staff development within both further and higher education…

3352

Abstract

A cooperative model of staff development in relation to professional education is outlined which considers staff development within both further and higher education. Examines general principles of human resource development, continuing professional development as well as quality and benchmarking issues. A case study of the development of course tutors who have academic responsibility for managing professional courses approved by the Institute of Personnel and Development (IPD) within further education colleges and universities in the North East of England is presented. Considers the cooperative approach to staff development between competing educational institutions and the collective relationship between the educational institutions and a professional body. The need for cooperation is examined within the context of the professional institute and the challenges facing the Education Group at its inception are briefly outlined. Benefits for staff, students and ultimately the professional body are detailed and, finally, the model is summarised and its application to other institutions is briefly considered.

Article
Publication date: 22 February 2022

Mensah Prince Osiesi, Victor Tobiloba Odobe, Kamorudeen Taiwo Sanni, Adijat Bolanle Adams, Chigozie Celestina Oke, Udukhomose Suleiman Omokhabi and Nnaemeka Chijioke Okorie

The purpose of this paper is to assess the impact of professional training and development for librarians/library staff in the southwest, Nigeria; especially the Federal…

Abstract

Purpose

The purpose of this paper is to assess the impact of professional training and development for librarians/library staff in the southwest, Nigeria; especially the Federal University of OyeEkiti, Nigeria. Thus, this study intends to assess the impact of staff professional development and training on the job performance of library staff in the Federal University Oye Ekiti, Nigeria.

Design/methodology/approach

The descriptive survey research design was used in carrying out this study. The population of study cuts across all library staff/attendants in the Federal University Oye Ekiti departmental, faculty and the university libraries. The purposive sampling technique was used in selecting the sample for the study (77 library staff). Research instruments, developed by the researchers, Staff Development Programme Questionnaire (r = 0.79), Staff performance Questionnaire (r = 0.81), Challenges of Staff Professional Development and Training Questionnaire (r = 0.82), were used for data collection. The data were analysed using descriptive statistics (frequency counts and percentages, mean and standard deviation) and inference statistics (correlation and one-way ANOVA) at a 5% level of significance.

Findings

Results revealed that the level of the job performance of library staff in Federal University Oye-Ekiti (FUOYE) is high; there is a positive and statistically significant relationship between the professional development of library staff and their performance in the job; professional development and training of library staff significantly impact their job performance; orientation, in-house training, seminars, on-the-job training and instructor-led training.

Research limitations/implications

The study was limited to the university libraries in the Federal University Oye Ekiti, Nigeria. The variables used in this study were restricted to training and development of library staff and job performance of librarians in FUOYE, and professional development programmes available for FUOYE librarians.

Practical implications

Other forms of professional development programmes such as Distance Educational Programmes, Conferences/Workshops, Study visits, Formal professional library education and TETFUND Programmes should be made available for university library staff. Universities should always organise staff professional development programmes; since it enhances the job performance of library staff.

Originality/value

This article is original and has not been published elsewhere.

Details

Library Management, vol. 43 no. 3/4
Type: Research Article
ISSN: 0143-5124

Keywords

Article
Publication date: 1 March 2006

Geoff Chivers

Considerable research has been conducted into the outcomes of vocational lifelong learning (VLL) funding in terms of courses offered and their effectiveness, but much less…

1420

Abstract

Purpose

Considerable research has been conducted into the outcomes of vocational lifelong learning (VLL) funding in terms of courses offered and their effectiveness, but much less into the work, professional development needs and careers of staff organising and delivering VLL programmes. The purpose of this paper is to investigate the career management and development needs of such university staff.

Design/methodology/approach

A survey was conducted of VLL professionals in higher education to establish the position and their future prospects.

Findings

A survey revealed that experienced VLL staff are being required, in some cases unwillingly, to move away from activities concerned with external training to take on work in areas such as technology transfer and general student recruitment. This development is likely to be to the detriment of VLL provision by universities.

Practical implications

VLL staff identify further knowledge of new developments in the field, stronger IT skills, and competence in conducting research as their major development needs.

Originality/value

The paper puts forward some concrete suggestions for improvements.

Details

Journal of European Industrial Training, vol. 30 no. 3
Type: Research Article
ISSN: 0309-0590

Keywords

Book part
Publication date: 24 November 2015

Ucha I. Mbofung

This study investigates how university libraries in Nigeria are staffed and presents staff development opportunities and learning activities that sustain staff.

Abstract

Purpose

This study investigates how university libraries in Nigeria are staffed and presents staff development opportunities and learning activities that sustain staff.

Methodology/approach

A survey research design was adopted. Purposive sampling technique was used to select 46 universities and 400 respondents consisting of 46 heads of libraries and 354 professionals from federal, state, and private universities. Content of the instrument was based on literature comprising six questions. The 327 (92.4%) usable responses were analyzed using descriptive statistics and presented in simple frequency tables.

Findings

The study showed that library workforce in Nigerian universities included different categories of professionals and para-professionals having diversified job opportunities and duties. Most libraries had staff development budget and respondents received various forms of assistance to foster learning. Although all nontransferable skills recorded high mean, respondents accorded less importance to nonlibrary personal skills that can be used to leverage the expectations of recruitment, retention, and sustainability.

Research implications

The study was limited to practicing professionals but has staffing implications for all libraries across Nigeria.

Practical implications

Many professionals may lack the appropriate multi-skills that would enhance exploring new approaches and breaking out of traditional ways of operation in the different library and outside library settings.

Originality/value

The study contributes to knowledge about sustaining library staff in relation to adopting the recommended skills on a broad scale, and assessing how their acquisition can change the perception of professionals to its immense contributions to sustaining them in the workforce.

Article
Publication date: 18 May 2021

Michelle Gander and Margot McInnes

The professional development needs of university professional staff are an under-researched area. More data were needed to understand their needs to ensure that employers…

Abstract

Purpose

The professional development needs of university professional staff are an under-researched area. More data were needed to understand their needs to ensure that employers invest their resources appropriately. A conceptual framework is developed for the workplace learning of career development activities using concepts of professional learning communities, adult learning and non-formal learning. The purpose of this study was to evaluate the success of a professional development network in meeting the needs of university professional staff after a re-structure.

Design/methodology/approach

A case study of the development of a staff career network at an Australian university after a restructure is presented. An online survey was sent to 75 staff who had attended at least one professional development event. Quantitative and qualitative data were analysed using descriptive statistics and thematic analysis.

Findings

This study has shown that a university professional staff career network has been a positive influence for its participants after an organisational restructure. The value of this network was to increase confidence and provide opportunities for self-improvement, career planning and networking.

Originality/value

A conceptual model integrating the concepts of professional learning communities, adult learning and non-formal learning has resulted in a model of social non-formalised workplace learning that may be of use in other contexts to improve staff motivation, outside of more formal learning opportunities.

Details

Journal of Workplace Learning, vol. 33 no. 7
Type: Research Article
ISSN: 1366-5626

Keywords

Article
Publication date: 1 November 2000

Zachariah Wanzare and Kenneth L. Ward

The Kenyan Government, being concerned about the quality of school education, is attempting to increase teacher effectiveness and student learning. To achieve these goals…

3170

Abstract

The Kenyan Government, being concerned about the quality of school education, is attempting to increase teacher effectiveness and student learning. To achieve these goals, current in‐service programs need to be improved for all head teachers and teachers. Also, the role of the head teacher in promoting relevant teacher development requires greater recognition and administrative training. Organizations such as the Kenya Education Staff Institute need to be more involved in providing up‐to‐date staff development for all educational administrators and other educators. More attention also must be paid to effective induction, internships, strategic staff placements, financing, collaboration among provider organizations, and opinions of teachers concerning in‐service needs. Head teachers can do much to improve teaching and learning by using professional formative evaluation of their teachers.

Details

International Journal of Educational Management, vol. 14 no. 6
Type: Research Article
ISSN: 0951-354X

Keywords

Article
Publication date: 1 December 1996

Isaac Osei

Observes that staff development, undoubtedly, effectively enhances staff performance and job effectiveness, and the climate of interpersonal relations in an organization…

5188

Abstract

Observes that staff development, undoubtedly, effectively enhances staff performance and job effectiveness, and the climate of interpersonal relations in an organization. Focuses on the need for professional staff development in an academic library and describes the state of the art of professional staff development at the University of Science and Technology Library, Kumasi, Ghana.

Details

Librarian Career Development, vol. 4 no. 4
Type: Research Article
ISSN: 0968-0810

Keywords

Article
Publication date: 6 May 2014

Patrick Mapulanga

– The purpose of this paper is to look at staff development and its challenges in the University of Malawi Libraries.

Abstract

Purpose

The purpose of this paper is to look at staff development and its challenges in the University of Malawi Libraries.

Design/methodology/approach

A case study design was used to collect qualitative and quantitative data. University Budget Estimates from 2004/2005 to 2010/2011 financial years were analysed. Data from the University of Malawi Strategic Plan 2005-2009 were examined. Interviews were conducted with college librarians in the University of Malawi Libraries. Documentary evidence was also used.

Findings

Study findings indicate that staff development in the University of Malawi Libraries has emphasised on professional qualification in Library and Information Studies. However, due to financial constraints, the majority of the library staff lacks LIS professional qualifications. This study recommends that libraries should consider budgeting for continuing professional development (CPD).

Practical implications

Staff development requires continuous funding and time. This study recommends the CPD approach to staff development in academic libraries. The study also recommends the introduction of an education levy to benefit skills and training needs for higher education institutions.

Originality/value

There is dearth of literature on staff development in academic libraries in Malawi. This paper seeks to recommend CPD.

Details

The Bottom Line, vol. 27 no. 1
Type: Research Article
ISSN: 0888-045X

Keywords

Article
Publication date: 3 May 2021

Clare Thorpe

The purpose of this study is to discuss the strategies to promote a culture of professional learning within an Australian academic library. As the COVID-19 experience has…

Abstract

Purpose

The purpose of this study is to discuss the strategies to promote a culture of professional learning within an Australian academic library. As the COVID-19 experience has shown new and evolving roles require skills, knowledge and abilities that current library employees may not have trained for. One framework which supports continuous professional development and employee motivation is the concept of a learning organisation, where staff across all levels of the library acknowledge the value of continuous learning and autonomously engage in activities to keep their skills up to date and relevant.

Design/methodology/approach

The article is a case study of a three-year period of interventions and outcomes in an Australian academic library.

Findings

The strategies discussed provide insights for library managers and leaders about how organisational change can be incrementally embedded through clarity of purpose, aligned leadership, transparent processes, self-determination and social learning.

Research limitations/implications

The case study examines a single institution.

Originality/value

The paper provides practical strategies and examples from the case study of one university library which has successful embedded workplace learning as a regular and accepted part of staff routines.

Details

Library Management, vol. 42 no. 6/7
Type: Research Article
ISSN: 0143-5124

Keywords

Article
Publication date: 1 June 2005

Carol Cardno

The purpose of this paper is to propose a model for holistic professional development as an alternative to practices that have been piecemeal and curriculum focused…

6218

Abstract

Purpose

The purpose of this paper is to propose a model for holistic professional development as an alternative to practices that have been piecemeal and curriculum focused ignoring, in particular, the critical dimension of management development.

Design/methodology/approach

A conceptual framework for considering professional development needs is provided in the form of an holistic model. The model, with its meshed infrastructure of appropriate educational leadership, performance management and strategic management suggests that four essential dimensions – curriculum, management, school and personal development – can be adapted as a basis for planning and evaluating a school's professional development programme.

Findings

Leaders at both system and school level should be interested in the insights provided and challenged to think differently about current practice and the implications for strategic management when the active management of professional development is made a priority.

Originality/value

The paper fulfils a need to provide educational managers with conceptual tools for planning and evaluating professional development programmes.

Details

International Journal of Educational Management, vol. 19 no. 4
Type: Research Article
ISSN: 0951-354X

Keywords

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