Research On The Problems And Countermeasures Of Human Resource Management In Grass-Roots Public Libraries

Library is a growing organism,and librarians are the important forces of the growth of the library.For the library with a large number and wide distribution,the librarians are an indispensable resource for the libraries closest to the crowd.However,at present,the basic public library is generally lack of human resources,so it is necessary to analyze the current situation of human resource management in the library.The investigation method is used to investigate the problems of human resource management in the basic public library of Chengdu,and specific countermeasures are put forward according to the actual situation.This paper consists of five parts.The first part shows the current situation of domestic and international research.Combing the relevant documents at home and abroad,it is found that the human resource management in the library is paid great attention to,and the relevant research of human resource management in foreign libraries mainly focuses on practical experience.And there are plenty of paper discussing the issue of human resource management in libraries in China,but the research objects are mainly university libraries,and the basic level library should be paid more attention.Based on the previous research,this paper takes the grass-roots public library as the object,investigates and analyzes the situation of human resource management.The second part explicates the related concepts and theoretical basis of the basic level library and human resource management.Combing the relevant concepts and theories,this paper expounds two service systems of grass-roots library,which lays a theoretical foundation for the follow-up research.The third part elaborates the research and design.Network survey,interview and field investigation are combined to investigate the human resource management of 15 basic public libraries in Chengdu.Human resource composition,employment system,training system,assessment system and salary treatment of the basic public library are deeply investigated and analyzed.The fourth part tells the current situation and problems of human resource management in Chengdu basic public library.According to the investigation and analysis,the basic public library of Chengdu has the characteristics of diverse human resources and increasing training opportunities,but there are still some problems.Firstly,there are some problems in the employment mode,and the basic level library is extremely short of personnel,especially lack of professional talents.Secondly,the library has low participation in recruitment,and there are some obstacles on the way to coordination between the employing unit and the recruitment unit.Thirdly,training mechanisms are inadequate,which has low training efficiency and lack of training effect evaluation.Fourthly,scientific and rigorous assessment system are badly in need,assessment content and assessment subject are too simple,and feedback mechanism for assessment results is short for.Fifthly,the salary is very low and there is no effective incentive mechanism,so the librarians are not so enthusiastic.In the fifth part,some countermeasures are proposed to optimize the human resource management of Chengdu basic public library.At first,First,based on the vocational education and library service system,give full play to the role of social forces,and build a human resource security system.Then,put forward a reasonable employment system and broaden the management scope of professional librarians.Gradually,improve the autonomy of the grass-roots library in recruitment;expand the recruitment scale,and improve the threshold of entry of the practitioners of the basic level library.Next,we should build a perfect training system,make training plan reasonably,enrich the content and method of training,and also increase the evaluation plan of training effect.Moreover,a scientific and effective assessment system is supposed to be formed,and actual work efficiency should take a large part of the assessment index.Also,paying attention to feedback on the assessment results is necessary.Furthermore,develop two channels to develop evaluation program,and take the actual performance as the main basis for promotion.At last,the basic salary and rewarding of librarians are supposed to be increased.