Page 94 - DLIS003_LIBRARY ADMINISTRATION AND MANAGEMENT

Unit 5: Library Staffing

Self Assessment Notes

Fill in the blanks:
5. ………………….. is the role of the front line supervisor in a company or organization.
6. ………………… represents perhaps the most difficult area of supervision.

7. The supervision of staff must include the ………………. of the observed and reported
employee behaviour issues, his work related deficiencies, as well as positive comments
achieved.

8. Evaluation involves the ……………………. of the effectiveness of the training programs.
9. ………………….. also acts as a feedback to the trainer or the facilitator and the entire
training process.
10. ………………. are records pertaining to employees of an organization.

11. Personnel records are maintained for formulating and reviewing …………………… and
procedures.

5.4 Recruitment

Recruitment is the activity that links the employers and the job seekers. It is a process of finding
and attracting capable applicants for employment. The process begins when new recruits are
sought and ends when their applications are submitted. The result is a pool of applications from
which new employees are selected.
Recruitment needs are of three types:

1. Planned: i.e. the needs arising from changes in organization and retirement policy.
2. Anticipated: Anticipated needs are those movements in personnel, which an organization
can predict by studying trends in internal and external environment.

3. Unexpected: Resignation, deaths, accidents, illness give rise to unexpected needs.
5.4.1 Sources of Recruitment

There are many recruitment sources and flexibilities available to help in the effort to locate the
right candidate for vacant positions. Below is a list of internal and external recruitment sources,
competitive examining sources, and recruitment incentives and flexibilities.
Internal Recruitment: In order to better understand what internal recruitment is, it must be
distinguished from internal staffing. Internal staffing involves the actual selection of employees
for promotions, demotions, transfers, and layoffs. Such decisions are often made without the
active and voluntary participation of current employees. Internal recruitment, on the other
hand, involves generating active, voluntary participation.
Reassignment is the movement of an employee to another position for which he/she qualifies
at the same grade level and with an equivalent target grade or equivalent band level, if applicable.
A reassignment eligible is considered a non-competitive candidate, or is a non-competitive
referral, because he/she has already competed for and currently holds, or has held, an equivalent
position to the one being filled. Therefore, a second competition is not required.

A reassignment can be “management directed.” These actions are initiated by management
to laterally move an employee to another position within the organization or between
organizations.

LOVELY PROFESSIONAL UNIVERSITY 89