Transcript BRAIN DRAIN OR TAP THE STRENGTHS

Mei Wa Esther Woo
University of Hong Kong Libraries
1. HR challenges for modern academic
libraries 现代学术图书馆的人力资源挑战
2. Elements of performance: Skills,
knowledge and talents 绩效的元素: 技
术、知识与才能
3. Future academic librarians: What the
employers and employees are looking
for? 未来的学术图书馆馆员: 雇主和雇
员想要什么?
Recruitment and retention 招聘与挽留
– Greatest retirement waves of baby boomers (45% will
retire between 2010 and 2020 in US) 婴儿潮一代大量
退休(美国45% 在2010至2020间退休)
– Knowledge economy and fast-changing world: People
makes the difference 知识型经济和高速变化的世界：成
败在于人才
– More job opportunities for MLIS and university
graduates图书馆学硕士和大学毕业生有更多工作机会
– Global quest for human resources: How to attract and
keep Gen X and Millennials 全球也在争夺人才：如何吸
引和挽留X世代和千禧人
– HR Reform and Budget Cut: More responsibility for
management 人力资源改革和削减预算：管理层责任更多
Tapping talents from existing staff 利用现
有员工的才能
– Evolving needs of libraries: Identify new
skills, knowledge and talents required for
growing numbers of electronic-related or
specialized positions 图书馆的需要在演变中：
为不断增加的电子或专门职位确定所需的新技
术，知识和才能
– People don’t change that much: Don’t waste
time trying to put in what was left out, try
to draw out what was left in 人不会改变很多：
不要浪费时间添加那些或缺的东西，尝试找出
没有发挥的
• Gallup surveyed over a million employees and
80,000 managers in 25 years 根据盖洛普在25
年内调查一百万个雇员和80,000个经理
• Talented employees need GREAT MANAGERS
有出色的经理，就有才华出众的雇员
• Greatest managers find and keep talented
employees by using revolutionary wisdom 最出
色的经理用反传统的智慧寻找和留住有才华的雇
员
Buckingham and Coffman, 1999
Conventional Wisdom 传统智慧
• Select a person…based on his experience,
intelligence and determination 挑选员工……
视乎其经验、智力和决心
• Set expectations…by defining the right
steps 设定期望……界定正确步骤
• Motivate the person…by helping him identify
and overcome his weaknesses 激励员工……帮
助他找出并克服缺点
• Develop the person…by helping him learn
and get promoted 栽培员工……协助他学习和
得到晋升
• Select for talent 用人唯才: Not simply
experience, intelligence, or determination.
不是单看经验，智力或决心
• Define the right outcomes 界定所需成果:
Not the right steps 不是在乎步骤
• Focus on strengths 着眼于强项: Not on
weaknesses 不是缺点
• Find the right fit 寻找最合适的: Not
simply the next rung on the ladder 不是单
看辈份
• Focus game 游戏
Three distinct elements of a person’s
performance 决定个人绩效的三个明显元素:
• Skills 技巧
How-to’s of a role; capabilities that can be
transferred from one person to another 如何担当
一个角色；能够传授给别人的一些能力
• Knowledge 知识
– Factual 事实的: Things you know 你知到的东西
– Experiential 经验的: Understandings you have
picked up along the way 生活中累积对事物的了解
• Striving 目标性的
Talents explain the WHY of a person 解释一个人
为何这样做的才能
• Thinking 思考性的
Talents explain the HOW of a person解释一个人
如何做事的才能
• Relating 关系性的
Talents explain the WHO of a person解释一个人
怎样待人接物的才能
• List of most sought talents according to
Gallup survey 根据盖洛普调查最受用的才能
• For recruitment, performance management,
re-deployment, job –redesign, team building,
etc. 适用于招聘、绩效评核、职位调配、重新设
计现有工作、建立团队等
• Look beyond the job title and description 超越
工作的职衔和描述
• Institutional culture, style of the supervisor
and other team members and work
environment also critical 机构文化，上司和其
他队员的作风和工作环境也有影响
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There will be an increased emphasis on digitizing collections,
preserving digital archives, and improving methods of data
storage and retrieval. 更着重数码化馆藏、保存数码档案及改善数
据储存和提取的方法
The skill set for librarians will continue to evolve in response
to the needs and expectations of the changing populations
(student and faculty) that they serve.基于他们服务的群体(学
生和学系职员)及其需要和期望不断改变，图书馆馆员的技术要求会
继续演变
Students and faculty will increasingly demand faster and
greater access to services.学生和学系职员会要求更快更多途径
的服务
Debates about intellectual property will become increasingly
common in higher education. 高等教育界对知识版权的辩论将越见
普遍
The demand for technology related services will grow and
require additional funding. 与科技有关的服务要求会增加，相应须
要更多拨款
Higher education will increasingly view the institution as a
business.高等教育机构将更像一盘生意
7. Students will increasingly view themselves as customers
and consumers, expecting high quality facilities and
services.学生越来越把自己看成顾客和消费者，期望高品质的设
施和服务
8. Distance learning will be an increasingly common option in
higher education and will co-exist but not threaten the
traditional bricks-and-mortar model.遥距学习将是一种越来
越普遍高等教育选择，与传统在课室上学的模式和平共存
9. Free, public access to information stemming from publicly
funded research will continue to grow.更多公众要求免费获取
来自公帑资助的研究资料
10. Privacy will continue to be an important issue in
librarianship. 私隐权仍会是图书馆业的一个重要议题
6.
<http://www.ala.org/ala/pressreleases2007/march2007/acrlfl07.htm>
• Ability to think in multiple dimensions; see “the big
picture” 多方面思索的能力；从大局着想
• Understand and integrate the context for what
transpires in libraries (Cultural, Social, Intellectual,
Organizational, Political and Economic) 处事时能了解
并融合各种影响图书馆运作的相关背景(文化、社会、知
识界 、组织、 政治和经济)
• Critical thinking skills 批判性思考
• Ability to work independently 独立处事能力
• Communication skills (Listening, Talking, Writing) 沟
通技巧(聆听、倾谈、书写)
• Presentation skills 演示技巧
• Keep up with new technology 不断认识新科技
• Understanding of organizational behavior(s) 了解组织
行为
• Ability to think strategically and tactically策略性思考
能力
• Receptivity to constant change 接受改变的能力
• Ability to work well with others 能与别人共事
• Teamwork skills 小组工作技巧
• Collaboration skills 协作技巧
• Problem-solving skills 解难技巧
• Process and political skills (Consensus building,
Decision making, Conflict resolution and Networking)
处事和政治技巧(建立共识、决策、调解纷争和人际网络)
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HR management 人力资源管理
Supervisory ability 指导
Staff development ability 员工发展
Training ability 训练
Fund management 基金管理
Project management 项目管理
Conversant with legal issues 熟悉法律事务
Grant writing 书写申请拨款建议
Marketing 市场
• Public services 读者服务
• Outreach (Entertainment/Social, Information, Instruction) 外
展(应酬/社交、资讯、指导)
• Collection development and management (Selection,
Acquisition, Organization, Delivery, Preservation) 馆藏发展及
管理(挑选、采购、组织、传递、维护)
• Metadata services, including knowledge of various metadata
standards, schema, models, and structures (Descriptive,
Administrative, Structural, Technical)元数据服务，包括各种元
数据标准、纲要、模范和结构的知识(描述的、行政的、结构的、技
术的)
• Conversant with learning and teaching technologies 教学科技
• Conversant with a wide range of information technologies 资讯
科技
• Conversant with Web-related languages and technologies 与网
络相关的语言和科技
• Digital library services (Digitization, Management,
Architecture) 数码图书馆服务(数码化、管理、建筑)
• Media services 媒体服务
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Creative/Imaginative 创新/想象
Flexible 有弹性
Self-motivated 自我激励
Confident 自信
Decisive 果断
Show initiative 自发
Entrepreneurial 企业精神
Risk takers 冒险
• Customer service 顾客服务
• Access to information 取用资讯
• Profession and professional
development 职业和专业发展
• Change 转变
• Continuous learning 不断学习
• Themselves 自我观感
• Ask a few open-ended questions and then try
to keep quiet 问几个开放式问题然后保持静默
• Explore past behaviour and listen for specific
examples 发掘过去行为并听取具体例子
• Clues to talents: What kinds of roles one has
been able to learn quickly; sources of
satisfaction 寻找才能的线索: 什么职务能很快
学好；工作满足感从何而来
• Know what to listen for 知道要听取什么
Exercise – You are hired!
练习- 找个捧的馆员
• Discuss with your group to work out a talent
profile for a specific librarian position, e.g.
Multimedia Librarian or Faculty Liaison
Librarian, you are going to recruit using the
form distributed. 与你的组员商讨一份才能要求
概略来招聘某个特定的馆员职位，把有关要求填
写在派发的表格上。
• Design some questions/tests to find out
whether candidates possess the skills and
talents required. 设计一些问题/测验去找出应征
者是否具备所需才能。
What are our future
librarians value for
未来的图书馆员重视什么?
• Salaries 薪金
– When the staff/candidate’s basic financial
needs have been met, what will they care for?
当顾员/应征者已达到基本财政需要，他们还想要
什么?
• Valued intangibles of librarianship 图书馆行业一
些无形的价值
– Such as good working environments, job
security, cooperation or independency,
intellectual stimulation, lifelong learning, etc.?
例如良好工作环境、工作稳定性、合作或独立模式、
智力开发、终身学习?
Focus on a Strong and Vibrant Workplace
集中营造一个强健而充满生气的工作环境
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Do I know what is expected of me at work? 我知道上司对我的
工作期望吗?
Do I have the materials and equipment I need to do my work
right? 我有物料和器材去做好我的工作吗?
At work, do I have the opportunity to do what I do best every
day? 工作时我是否每天也有机会发挥我的所长?
In the last seven days, have I received recognition or praise
for doing good work? 在过去一周，我做得好的时候有否获的认同
或赞赏?
Does my supervisor, or someone at work, seem to care about
me as a person? 我的上司或是其他同事看来也关心我这个人吗?
Is there someone at work who encourages my development? 我
工作的地方有人鼓励我的发展吗?
Securing 5’s of these Q’s is one the most important
repsonsibilities of a manager. 管理人起中一个最
重的责任是在上述问题其中五个取得下属肯定
Great Leaders=
Talent Hunters and Keepers
卓越的领导=伯樂
• The Chinese story of Bo Le
and the winged steed 世有伯樂
才有千里馬
• Manage human resources with
creativity and sincerity 用创意
和诚意管理人力资源
• Successful leaders are those
who create circumstances in
which people can use their
talents to the full 成功的领导
创造人尽其才的环境
Reference
• Buckingham, M. and Coffman, C., First, Break All the
Rules: What the World’s Greatest Managers Do
Differently, New York: Simon & Schuster, 1999.
• Presentation by Brian E. C. Schottlaender, University
Librarian, University of California, San Diego at ALDP
2007 Conference (see
http://www.lib.cuhk.edu.hk/conference/aldp2007/program
me/index.htm)
• Presentation by Esther M. W. Woo at ALDP 2007
Conference (see
http://www.lib.cuhk.edu.hk/conference/aldp2007/program
me/index.htm)