| Abstract [eng] |
Increasing competency requirements for library and information specialists have to be valued among library staff. This can be made with a help of staff competency development model. This work mostly analyses creation, importance and utility of competency development model. The aim of this work is to create competency development model, considering to learning organization theory, and to adapt it in Vilnius university library management context. To reach the aim of work some goals were realized : competency conception and training were traversed; competency requirements for library and information specialists were explored; theoretical competency development model for libraries were created, invoking Peter M. Senge’s learning organization theory; the competency development analyze of Vilnius university library were performed sustaining created theoretical model; recommendation for putting into practice theoretical model in Vilnius university library were presented. The competency conception’s analyze propose, that term competency has not been clearly defined in the literature. Four main meanings of the term have been identified: competency as result, as action, as process, as assessment. According to these meanings, competencies include the collection of success factors necessary for achieving important results in a specific job or work role in a particular organization. Success factors are combinations of knowledge, skills, and attributes that are described in terms of specific behaviors, and are demonstrated by superior performers in those jobs or work roles. Attributes include: personal characteristics, traits, motives, values or ways of thinking that impact an individual’s behaviour. Competency development helps organization to become or to survive learning organization. Learning organizations, according to Peter M. Senge, are organizations where people continually expand their capacity to create the results they truly desire, where new and expansive patterns of thinking are natured, where collective aspiration is set free, and where people are continually learning to see the whole together. Questionnaire research with a title Scientific library’s staff competencies showed that competency training in Vilnius university library underway unmethodical and without purpose, competency development is not involved into library’s strategic plans. Staff has quit low level of competencies, but seek overestimate competencies of management and communication. It means, that library’s staff is not familiar with EUROGUIDE LIS and SLA requirements for library and information specialists`. To put into practice theoretical model, Vilnius university library has to create vision, to involve competency development in strategical goals, to describe all processes of model, to give reasons for staff to develop their competency, to confirm library`s budget for competency development, to broad themes of competency development, to prepare individuals and general plans for competency development. If libraries want to measure what kind of competencies and which level they have, seek to have and what are the requirements, they must to control the process of competency development. Adaptation of competency development model in libraries is realizable competency training process, which is performing on purpose to become or to obtain learning organization, where learning is guarantor of success and effectiveness. |
