donderdag 2 juli 2009

Personnel Planning in the national Library in the Netherlands / Dick Langbroek, Koninklijke Bibliotheek.

De KB zit met personeelsplanningsproblemen veroorzaakt door vergrijzing personeel en daarnaast de economische crisis.
Zij worden geconfronteerd met de volgende dilemma's:
* Short term: cut backs.
* Long term: shortage of staff.
* Therefore: invest now in development of talent.

Average age of personnel in 2007:
- The Netherlands 39.8
- KB 45.0
- Education 43.4
- Government 42.1

Door de opbouw van het personeelsbestand op dit moment nog te veel personeel maar binnen niet al te lange tijd een groot tekort aan personeel. Daarom noodzaak voor opzetten van strategische personeelsplanning project

Necessity for strategic personnel planning
* Recruitment problematic.
* Low mobility.
* High average age.
* Change in content of work, such as:
- digitisation;
- e-Depot;
- more work on project basis.

4 stappen geïdentificeerd:
1. Make an overview of the current composition of staff;
2. Make an overview of the required staff in 2 years’ time and in 5 years’ time;
3. Identify bottlenecks;
4. Draw up an action plan and carry this out.

Er zijn onder de managers Interviews gehouden en op basis van de uitkomsten zijn een aantal bottlenecks vastgesteld

Interview: questions to managers
* Which staff members cannot be missed?
* Which staff members are your talent, and why? Which staff members are not productive?
* Do you have enough staff for the amount of work?
* Does the staff have the required qualifications?
* Where do you expect shifts to occur in tasks and content of work, and what will these be
a. in 2 years’ time?
b. in 5 years’ time?

Results 2007
* High average age.
* Too little increase of younger members of staff.
* No management potential.
* Many members of staff regard their managers as responsible for their careers instead of themselves.
* Too little expertise in house for the digital library in 2015.

Plan in 3 parts
1. Start with a trainee group + management trainee programme;
2. Pay attention structurally to individual career issues;
3. Create a career service position within the KB.

Probleem was dat potentials vrijwel allemaal tijdelijke contracten hadden. Dit probleem is opgelost door contract aan te bieden.

Procedure and Phasing personal planning
* Classification staff, ready 1-1-2008.
* Start trainee programme, January 2008.
* Career facilities, from 1 January 2008:
. Career scan;
. Training;
. Stages, secondment;
. Intensify MD programme

Aims trainee programme
* By means of the TP the KB wishes to retain young, talented members of staff.
* The programme offers young staff members a unique chance to develop themselves (further) both professionally and personally for two years.

Conent
* Getting acquainted with the KB.
* Strategy and policy.
* Organisation studies and projects in organisations.
* Innovation and knowledge management

Training
Four training sessions of 4 half days each, aimed at:
- Personal effectiveness;
- Communication;
- Project leadership;
- Personal leadership.

Management trainee programme
For talented personnel with management potential who have been employed for 5 years on average.

Working 4_days/week;
1/2 day per week programme:
- Project leadership;
- Personal leadership;
- Communication.

Start in 2008 on individual basis:
- Expand directions for solution;
- Concrete steps: training/stage/dismissal….

Spring 2009 start Career Service Centre: aimed at groups of personnel whose work will change fundamentally.

Voor medewerkers die aan het eind van ontwikkeling zitten en verder willen, wordt binnen of buiten de KB nieuwe taken/functie gezocht. Vaak in gebied van digitalisering. Dit draagt weer bij aan verdere ontwikkeling van digitale bibliotheek van de KB

Career facilities
Start in 2008 on individual basis:
- Expand directions for solution;
- Concrete steps: training/stage/dismissal….

Spring 2009 start Career Service Centre: aimed at groups of personnel whose work will change fundamentally.

Results personal planning programme
* Average age has decreased by 1 year
- 2006: 45.15
- 2007: 45.03
- 2008: 44.09
* Trainees: all still employed, 5 to management.
* Outflow of individual staff members: 12 persons.
* The beginning of a culture change.

Discussion
* The digital library requires “digital” personnel:
- Externally focused;
- Internet generation;
- Analytical;
- International.
* The battle for future personnel has started!
* Cooperate on national and international level to develop and retain talent for scientific libraries.

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