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Ajidahun Part 4: Literature Review continued

Training programmes

A good and adequate training programme should identify the specific skills that are lacking in the personnel and the resources that are available to provide the skills. According to Dyer (1990), not all professional problems can be resolved by training. Training should therefore not be used when:

  1. the potential benefits of the training are questionable in view of the necessary expenditure of resources;
  2. the time required for the training is not justifiable in terms of the potential benefits;
  3. the resulting changes in behaviour are not functional or useful given the goals of the organization;
  4. more effective results may be achieved by methods that cost less and/or require less time;
  5. when the causes of inadequate performance are due to such factors as work location, organizational constraints, and low motivation. ;

The following information skills which are lacking among library and information personnel should form the core of the training programmes:

  1. Computer training, CD-ROM use, and networking and information technology skills (systems analysts, systems designers, software engineers and telecom specialists);
  2. Management of information technology skills in libraries, documentation centres, archives and records management centres;
  3. Electronic publishing skills;
  4. Lack of human resources in education, training, research and development in information management;
  5. Personnel management skills;
  6. Programmes that lead to furthering the role of the librarian in the educational process (Huttermann, 1990; Oketunji, 2001).

Staff development process

The major processes involved in the staff development programmes are presented graphically in the following chart prepared by Silver (1981):

Figure 1a

Figure 1a

The goals and objectives of the training programme must first of all be defined. This will give focus and guidance to the entire programme. Then, the strengths and weaknesses of staff must be identified. This will be useful in developing long-term plans and specific training programmes which will involve specific outlines of major annual training goals, the number of individuals who will benefit from such training and the cost implication of the plan. The next stage involves detailed training programmes which will be undertaken. The acquisition of text and training materials, the preparation of teaching or instructional aids, the selection and appointment of instructors and their remunerations are determined. This stage is followed by the implementation of the programme which will involve the use of consultants and resource persons. Meeting places are provided. The trainees are released from their regular duties for the training programmes. The last stage is the evaluation of the efforts and performance of the training programmes with a view to detecting the need for improvement in certain areas of the programme.