Transcript 2014-brunei-ctry-report-2

Developing Professional Competency For UBD Pro
BRUNEI DARUSSALAM
Country Report
AGENDA
• Background
• UBD Library Key Strategic Areas 2012 -2017
Human Resource Management Strategy
• Public Service HRD Policy:
PMO Circulars 1991, 1995 & 1997
Local Training ( Institute of Public Service)
• UBD Library HRD Objectives
• Initiatives
• UBD Library HRD Program
• Achievements
• Challenges
• Conclusion
BACKGROUND
UBD formed in 1985 with 187
students. Currently have about 4000
students.
5 percent International Students
16 Faculty & Centres
• SHB Institute of Education
(graduate school)
• SOAS Centre for Islamic Studies
(Graduate School)
• Faculty of Science
• School of Business and Economics
• Akademi Pengajian Brunei
• Language Centre
• Faculty of Arts & Social Sciences
• PAPRSB Institute of Health Science
• Faculty of Integrated Technologies
• Faculty of Science
• Institute of Asian Studies
• Institute of Leadership, Innovation and advancement
• Institute of Policy Studies
• E Governent Innovation centre
• UBD-IBM Centre
• Continuing Education Centre
STAFF
• 15 Professional Librarian
(PhD, Masters, Degrees, HNDs)
• 41 Support Staffs
• 8 Vacancies (5 professional Librarian) Vacancies
UBD LIBRARY KEY STRATEGIC
AREAS 2012 -2017
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Human Resource Management
Collection Development
Information Service Development
Space Development
HUMAN RESOURCE
MANAGEMENT STRATEGY
To provide effective and structured long and short term
human resource development programme
HRD BASIS
• The National Public Service HRD Policy and Guidelines
• The University Library HRD strategic Plan
PUBLIC SERVICE HRD POLICY:
PMO CIRCULARS 1991, 1995 & 1997
HRD Programme Under Public Services:
 Meetings and conferences;
 Short Term HRD Programmes: Seminars, Forums, Workshops,
Attachments, Symposium, Congress, etc. Not more than 30 days;
 Long Term HRD Programmes: Foreign or local Institutions. More
than 30 days. Cerificate of Qualification- based Program. (First
Degree, Post Graduates, etc)
 Each has its own terms and conditions.
 Emphasis 100 hours training per year for every government
servants:
LOCAL TRAINING
OPPORTUNITIES ( INSTITUTE OF PUBLIC
SERVICE)
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Leadership Development Programme
Analysis and Organizational Development Programme,
Management and Supervisory,
Communication and Customer Service,
ICT Skill Development
UBD LIBRARY HRD
OBJECTIVES
 To make available adequate and skilled human resources for
the administrative management and provision of vital
information and services to various library stakeholders;
 To increase library staff knowledge, network, and exposure;
 To develop staff skills, competencies and expertise in key
areas of librarianship and information Sciences;
 To provide effective and structured long term and short term
human resource development programme;
INITIATIVES
• Providing relevant in-house or overseas short term training
programme (skilss and reskills) through workshops, seminars,
conferences, staff exchange program etc on library and
information management and related disciplines.
• Giving opportunities to staff to specialize in one or more areas
of information and library management identified such as:
Digital libraries, Metadata, Information Literacy, Preservation
and Conservation etc.
• Recommending at least 3 staffs to pursue In Service Training
Program locally and internationally for Diploma,
Undergraduate and Post Graduate Program .
UBD LIBRARY HRD PROGRAM
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Conferences & Seminar
Workshops
In Service Training Scheme (Long term & short term)
Study Visit
Attachment & Internship (PIPIL)
Training Prgramme
: In-Service (short and long term) (Iatul, Harvard
Leadership For Academic Librarian)
: In-House by local and foreign experts
ACHIEVEMENTS
Enabling Staff to gain better promotion
International standard & Best practiceS adoption.
Enhance Staff confidence
Better Succession Planning
Staff having Multidisciplinary Background and user
satisfaction ( based on surveys & Feedback)
• Service enhancements through technology
• Institutional recognition
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CHALLENGES &
OPPORTUNITIES
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Para professionals staff lack of required basic qualification to pursue
higher diploma/degree
Staff mobility/turnover cannot be contained due to slow recruitment
process.
Inflexible Scheme of Service makes it difficult for job Development
from within.
Training Programme through online programme (ALA, LA, ACRL) not
yet recognised.
Content Specialization programme difficult to achieve;
For International Programs:
• Limited number of staffs to be sent : Existing staff are
less qualified to further degree level study;
• Professional Staff readiness to present papers in conference
• Limited opportunity for Para-Professional staff to
Attend conference;
• Professional Staff readiness to present papers in conference
CONCLUSION
Our HRD effort are always towards establishing confident,
dynamic & competent Librarians .
THE END
THANK YOU