From formal training to workplace learning

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From formal training to workplace learning

• Human Resource Development

Gulcin Cribb Director, Library Services
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Human Resource Development

• Staff development and staff training as parts of
  Human Resource Development
• Human Resource Development covers a broad set of
  activities to
• Improve performance of the individual
• Improve performance of the organisation
• Create the Learning Organisation for both
  individuals and the teams by
• Reviewing its mistakes and successes
• Adapting its activities appropriately

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Outline

• Current demographics of university libraries as
  workplaces and workforce planning
• The continuum - formal training to workplace
  learning
• Some of the initiatives from Bond University
  Library

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Qld Dept of Education
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Three perspectives

• A lot of staff will retire soon but the upside
  to this is being able to hire staff more
  comfortable with e-material and virtual services
  (OCLC)
• We are well aware of trends and issues but many
  staff are not truly willing to change the ways
  they do things (OCLC)
• Corporate knowledge and continuity managing,
  sharing and using knowledge

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Workforce attributes

• Strategic thinkers
• Multi-skilled
• Diverse workforce
• Good interpersonal skills
• Committed to lifelong learning

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Obstacles to create the vision

• Poor reward system
• A focus on skills rather than on attributes
• Flaws in the hiring process
• Bureaucracy and burdened processes
• Reactivity rather than proactivity
• Lack of opportunities for change
• Lack of resources and time
• Too few adequate training and development
  opportunities

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Why the nature of work has changed

• The shelf-life of equipment and software systems
  and consequently skills needed to operate them
  becomes obsolete at an ever increasing rate
• The structures of organisations have become fluid
  and will be even more fluid, giving more
  flexibility both vertically and horizontally and
  eliminating the tight demarcation around job
  boundaries.

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Learning needs in the Third Millenium

• Positive attitudes towards change, creativity
  and enterprise will no longer be the exclusive
  province of the manager but will be essential
  requirements of the average worker.
• The onus will be increasingly on the individual
  worker to become a lifelong learner.
• Rita Johnson Supporting Learning in the Third
  Millenium (1999)

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Bond University Library Various approaches
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Some examples

• Annual Planning Day plus preparations for about
  6-8 weeks ahead involving various teams e.g.
  Lewins force field analysis, SWOT analysis and
  other techniques all staff
• Growing with Change workshop
• Workshops for all staff and supervisors on
  performance development reviews
• Customer service workshops for all staff
  annually
• Team building workshops for various teams

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• Series of presentations Talking Point for all
  staff on a wide range of topics e.g.
• Film and TV courses at Bond by Bruce Molloy
• Teacher Training by Peter Taylor
• Deep and shallow learning by John Wade
• Research into videogames by Jeff Brand
• Endnote as a teaching tool by Jeff Brand
• Teaching Criminology by Paul Wilson
• Preparing for the AUQA Audit Universitys
  Quality Coordinator

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• Marketing Plan preparation Stephen Holden
• Writing like a journalist Universitys
  journalist
• Managing Universitys website- Web Manager
• E-resources- how to get return on investment
  Martin Borchert
• CAUL and CEIRC Diane Costello
• Integrated service desks Con Graves
• Forums with students from all Faculties with all
  Library staff

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• Morning and afternoon teas with student groups
• C and C Morning teas for all new students
• Information Literacy Forum Gold Coast
  Librarians Network
• Preparation of planning documents and issues
  papers
• Forums at each Faculty to discuss wider library
  needs, issues academics and library staff
  including senior library staff
• Project Management approach to deal with issues..

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Marx
Drucker
Workers owning means of production In their
heads and at their fingertips
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