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Recruitment of Staff at the Bibliographic Section of the Library - Assignment Example

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This report “Recruitment of Staff at the Bibliographic Section of the Library” discusses the development of staff recruitment, orientation program, training, continuing professional development, and performance appraisal of the staff…
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Recruitment of Staff at the Bibliographic Section of the Library
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"Recruitment of Staff at the Bibliographic Section of the Library"

Download file to see previous pages For instance, I need to consult with the head cataloguer and the head of the acquisition section for purposes of knowing the various needs of their departments. This will help in developing a plan that will consider their needs, and therefore meeting its objectives. Another issue in consideration while coming up with a plan is the objectives of the bibliographic section of the library (Library Management, 2008).
 For instance, the bibliographic section of the library aims at serving students by providing up to date reading materials. To achieve this, I need to develop a plan that will motivate my staff into working towards this objective (Bryson, 2011). Finally, I need to consider the budget of the department, and the time period in which this plan will cover. This is to make it realistic and implementable. It is important to plan for the development of staff in relation to recruitment, training, orientation, continuing professional development because it will increase the efficiency in which the organization meets its objective, and will reduce the operational costs of the organization through proper budgeting. The department needs more staff in special collections, cataloguing, and acquisitions. On this note, the department prepares for recruitment in order to fill the vacancies in consideration. The existing staffs do not have current knowledge of library management, and they all need re-training. This will ensure they are efficient in their duties. Some of my staff, especially the clerks, are not motivated enough to seek for further knowledge, for purposes of improving their positions within the department. They are also not innovative, and this is not good for the department. On this note, there is a need for a plan for continuous professional development.
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