Text in Afrikaans / 'n Ondersoek na die bestaande personeelevalueringstelsel vir professionele personeel in die Departement Biblioteekdienste van die Universiteit van Suid-Afrika word aan die hand van 'n aantal navorsingsvrae en hipoteses gedoen. 'n Selektiewe oorsig van verbandhoudende literatuur word aangebied. 'n Model vir die ontwikkeling, implementering, evaluering en instandhouding van 'n personeelevalueringstelsel is ontwerp vir moontlike gebruik in die ondersoek na personeelevaluering en/of daarstelling van 'n personeelevalueringstelsel. Ten einde die konteks van die studie uit te lig is op die personeelbeleid en struktuur van die Universiteit en van die Departement Biblioteekdienste sowel as die organisatoriese plasing, doel en funksies van laasgenoemde binne die Universiteit gelet. As empiriese navorsing is 'n kruisseksionele studie van die teikengroep waarin hoofsaaklik van die beskrywende navorsingsmetode gebruik gemaak is onderneem. Vraelyste, waarin die vraelysitems hoofsaaklik uit reeds gebruikte en getoetste vraelyste verkry is, is as primere data-insamelingsmetode gebruik. Bykomende data is deur ongestruktureerde persoonlike onderhoude ingesamel. Die Statistical Analysis System-rekenaarprogram is vir dataverwerking gebruik. In die studie is bevind dat die bestaande stelsel nie eenvormig in die Departement toegepas word nie; en dat daar 'n betekenisvolle verskil bestaan tussen die persepsies van geevalueerdes en evalueerders oor die hoofdoelwitte, doelwitte, funksies en selektiwiteit van die bestaande personeelevalueringstelsel. Dieselfde geld ten opsigte van die rol wat personeelevaluering behoort te speel en die rol wat dit tans in bepaalde personeelfunksies speel. Verder is bevind dat: die bestaande personeelevalueringstelsel vir evalueerders bruikbaar is vir eie loopbaanontwikkeling en kommunikasie met ondergeskiktes; gebrek aan kommunikasie oor die doelwitte en funksie van die personeelevalueringstelsel as die belangrikste probleem ge1dentifiseer word; en i i i die teikengroep ten gunste van die vervanging van die bestaande stelsel met 'n nuwe stelsel is. Op grand van die bevindinge is van die hipoteses aanvaar, sommige verwerp, ander kon nie as aanvaarbaar bewys of verwerp word nie. Die doeltreffendheid van die bestaande personeelevalueringstelsel kon ook nie bo alle twyfel bewys word nie. Bepaalde aanbevelings word aan die hand van die studie gemaak. / The existing personnel evaluation system for professional personnel in the Department of Library Services at the University of South Africa is studied on the basis of a number of research questions and hypotheses. A model is designed for developing, implementing, evaluating and maintaining a personnel evaluation system for possible use in the study of personnel evaluation and/or the establishment of a personnel evaluation system. To highlight the context of the study, note was taken of the personnel policy and structure of the University and the Department of Library Services as well as the organizational placement, goal and functions of the latter within the University. As empirical research a cross-sectional study was made of the target group in which mainly the descriptive research method was used. Questionnaires, in which the items were obtained primarily from previously used and tested questionnaires, were utilised as the primary method of data collection. Additional data were collected by means of unstructured personal interviews. The Statistical Analysis System computer program was used for data processing. The study showed that there is a significant difference between the perceptions of the persons being evaluated and the evaluators regarding the main objectives, objectives, functions and selectivity of the existing personnel evaluation system. The same applies to the role that personnel evaluation should play and does play in particular personnel functions at present. Additional findings were that the existing personnel evaluation system is useful to evaluators for their own career development and communication with subordinates; lack of communication regarding the objectives and functions of the personnel evaluation system is identified as the chief problem; and the target group is in favour of replacing the existing system with a new one. On the basis of the findings some of the hypotheses were accepted, others were rejected and others again could not be proved or rejected as acceptable. The effectiveness of the existing personnel evaluation system could also not be proved beyond all doubt. Certain recommendations are made on the basis of the study. / Public Administration and Management / D. Litt. et Phil. (Public Administration)

Text in Afrikaans / 'n Ondersoek na die bestaande personeelevalueringstelsel vir professionele personeel in die Departement Biblioteekdienste van die Universiteit van Suid-Afrika word aan die hand van 'n aantal navorsingsvrae en hipoteses gedoen. 'n Selektiewe oorsig van verbandhoudende literatuur word aangebied. 'n Model vir die ontwikkeling, implementering, evaluering en instandhouding van 'n personeelevalueringstelsel is ontwerp vir moontlike gebruik in die ondersoek na personeelevaluering en/of daarstelling van 'n personeelevalueringstelsel. Ten einde die konteks van die studie uit te lig is op die personeelbeleid en struktuur van die Universiteit en van die Departement Biblioteekdienste sowel as die organisatoriese plasing, doel en funksies van laasgenoemde binne die Universiteit gelet. As empiriese navorsing is 'n kruisseksionele studie van die teikengroep waarin hoofsaaklik van die beskrywende navorsingsmetode gebruik gemaak is onderneem. Vraelyste, waarin die vraelysitems hoofsaaklik uit reeds gebruikte en getoetste vraelyste verkry is, is as primere data-insamelingsmetode gebruik. Bykomende data is deur ongestruktureerde persoonlike onderhoude ingesamel. Die Statistical Analysis System-rekenaarprogram is vir dataverwerking gebruik. In die studie is bevind dat die bestaande stelsel nie eenvormig in die Departement toegepas word nie; en dat daar 'n betekenisvolle verskil bestaan tussen die persepsies van geevalueerdes en evalueerders oor die hoofdoelwitte, doelwitte, funksies en selektiwiteit van die bestaande personeelevalueringstelsel. Dieselfde geld ten opsigte van die rol wat personeelevaluering behoort te speel en die rol wat dit tans in bepaalde personeelfunksies speel. Verder is bevind dat: die bestaande personeelevalueringstelsel vir evalueerders bruikbaar is vir eie loopbaanontwikkeling en kommunikasie met ondergeskiktes; gebrek aan kommunikasie oor die doelwitte en funksie van die personeelevalueringstelsel as die belangrikste probleem ge1dentifiseer word; en i i i die teikengroep ten gunste van die vervanging van die bestaande stelsel met 'n nuwe stelsel is. Op grand van die bevindinge is van die hipoteses aanvaar, sommige verwerp, ander kon nie as aanvaarbaar bewys of verwerp word nie. Die doeltreffendheid van die bestaande personeelevalueringstelsel kon ook nie bo alle twyfel bewys word nie. Bepaalde aanbevelings word aan die hand van die studie gemaak. / The existing personnel evaluation system for professional personnel in the Department of Library Services at the University of South Africa is studied on the basis of a number of research questions and hypotheses. A model is designed for developing, implementing, evaluating and maintaining a personnel evaluation system for possible use in the study of personnel evaluation and/or the establishment of a personnel evaluation system. To highlight the context of the study, note was taken of the personnel policy and structure of the University and the Department of Library Services as well as the organizational placement, goal and functions of the latter within the University. As empirical research a cross-sectional study was made of the target group in which mainly the descriptive research method was used. Questionnaires, in which the items were obtained primarily from previously used and tested questionnaires, were utilised as the primary method of data collection. Additional data were collected by means of unstructured personal interviews. The Statistical Analysis System computer program was used for data processing. The study showed that there is a significant difference between the perceptions of the persons being evaluated and the evaluators regarding the main objectives, objectives, functions and selectivity of the existing personnel evaluation system. The same applies to the role that personnel evaluation should play and does play in particular personnel functions at present. Additional findings were that the existing personnel evaluation system is useful to evaluators for their own career development and communication with subordinates; lack of communication regarding the objectives and functions of the personnel evaluation system is identified as the chief problem; and the target group is in favour of replacing the existing system with a new one. On the basis of the findings some of the hypotheses were accepted, others were rejected and others again could not be proved or rejected as acceptable. The effectiveness of the existing personnel evaluation system could also not be proved beyond all doubt. Certain recommendations are made on the basis of the study. / Public Administration and Management / D. Litt. et Phil. (Public Administration)

This study investigated the effectiveness of staff training and development programmes and policies at the Unisa Library. The aim of the study was to establish how staff training and development needs were met and also how staff felt about the centralisation of the Human Resources Department. Self-administered questionnaires were distributed among the Unisa Library staff including the Unisa Branch Libraries. Interviews with four divisional managers were also conducted. Staff development is an ongoing process that, by means of a systematic approach, serves to orient, train, and develop each member of the library staff to work together and to serve their customers with the skills necessary to deliver a quality service. As a result, training can be viewed as an essential vehicle to efficient and effective performance by staff and also as a process that develops the skills, awareness or expertise of staff. This is important for both professional and non-professional employees. Chapter one of this dissertation provided the orientation of this study. Chapter two looked at how the study was conducted, including the research design and methods. Chapter three provided information on the legal aspects of training and development in the workplace and what employees need to be aware of and to know. Chapter four dealt with staff training and development and a literature survey. Chapter five gave an analysis and interpretation of the research findings. Chapter six described the situation at Unisa with respect to staff training and development, while in chapter seven recommendations were made based on the findings of this study. It was found that the personal development of staff was hindered as only job - related training is supported by the Library's STD workgroup. It is recommended that a training needs analysis be compiled in the Library based on the individual staff training requirements expressed during annual performance appraisals. Fifty percent of the staff who were surveyed thought it was good to centralise the Human Resources Department. / Information Science / M. A. (Information Science)

This study investigated the effectiveness of staff training and development programmes and policies at the Unisa Library. The aim of the study was to establish how staff training and development needs were met and also how staff felt about the centralisation of the Human Resources Department. Self-administered questionnaires were distributed among the Unisa Library staff including the Unisa Branch Libraries. Interviews with four divisional managers were also conducted. Staff development is an ongoing process that, by means of a systematic approach, serves to orient, train, and develop each member of the library staff to work together and to serve their customers with the skills necessary to deliver a quality service. As a result, training can be viewed as an essential vehicle to efficient and effective performance by staff and also as a process that develops the skills, awareness or expertise of staff. This is important for both professional and non-professional employees. Chapter one of this dissertation provided the orientation of this study. Chapter two looked at how the study was conducted, including the research design and methods. Chapter three provided information on the legal aspects of training and development in the workplace and what employees need to be aware of and to know. Chapter four dealt with staff training and development and a literature survey. Chapter five gave an analysis and interpretation of the research findings. Chapter six described the situation at Unisa with respect to staff training and development, while in chapter seven recommendations were made based on the findings of this study. It was found that the personal development of staff was hindered as only job - related training is supported by the Library's STD workgroup. It is recommended that a training needs analysis be compiled in the Library based on the individual staff training requirements expressed during annual performance appraisals. Fifty percent of the staff who were surveyed thought it was good to centralise the Human Resources Department. / Information Science / M. A. (Information Science)

Text in Afrikaans / Summaries in Afrikaans and English / Dit is vir enige openbare biblioteek wat sy doelstellings suksesvol wil bereik absoluut noodsaaklik om die mens as die belangrikste hulpbron in die ondememing doeltreffend te bestuur en optimaal te benut. Openbare biblioteke in Suid-Afrika ondervind egter sedert die veranderende politieke bestel in 1994, groat druk om 'n leidende rol in die gemeenskap te speel ten opsigte van opleiding en ontwikkeling aan die jeug, volwasse onderwys te ondersteun en aktief by gemeenskapsontwikkelingsprojekte betrokke te raak. Die openbare biblioteek het verder die verantwoordelikheid om inligting aan die gemeenskap te verskaf met die oog op besluitneming en suksesvolle gemeenskapsontwikkeling. Hierdie klemverskuiwing in die openbare biblioteek se doelstellings moet verder bestuur, en ten uitvoer gebring word te midde van 'n moeilike finansiele klimaat, 'n uitgebreide gebruikerskorps met veranderende gebruikersbehoeftes en tegnologiese uitdagings. Ten einde hierdie uitdagings aan die openbare biblioteek te bestuur, is dit noodsaaklik dat die menslike hulpbron so goed moontlik benut sal word volgens sy kundigheid en vermoens. Die werknemer bevind homself in drie omgewings in sy werkplek naamlik die taakinhoudomgewing, die taakverbandomgewi ng en die eksteme omgewing. I hierdie omgewings waarbinne die werknemer sy taak moet verrig is daar ' verskeidenheid faktore aanwesig wat sy prestasie en dus sy benutting kan bei'nvloed. Die teorie onderliggend aan menslikehulpbronbenutti ng is bestudeer en 'n ge·inte-greerde model vir menslikehulpbronbenutting is ontwikkel, waarop 'n empiriese studie gevolg het om die faktore te identifiseer wat menslikehulpbronbenutting in openbare biblioteke in Suid-Afrika kan be'invloed. Uit die empiriese ondersoek is vier faktore ge'identifiseer wat menslikehulpbron­ benutting in die openbare biblioteek kan be'invloed naamlik: • die algemene houding van die werknemer teenoor sy taak en die openbare biblioteekberoep • opleiding en ontwikkeling van werknemers • inligtingtegnologie • loopbaanbestuur Slegs die eerste faktor in die ondersoek het positief na vore getree, terwyl die ander drie negatief gepresteer het. Ten einde openbare biblioteekbestuur in staat te stel om hierdie leemtes, wat deur middel van hierdie faktore ge'identifiseer word reg te stel word 'n geintegreerde menslikehulpbronbenuttingsmodel voorgestel. Hierdie model bestaan uit verskillende komponente wat volgens behoefte van die biblioteek ge'implementeer kan word. / It is absolutely essential, for any public library that wishes to attain its objectives successfully, to manage human beings as its most important resource efficiently and to utilise them optimally.Since the change in the political dispensation in 1994, however, public libraries in South Africa experience mounting pressure to play a leading role in respect of education and the development of youth, to support adult education and engage positively in community development projects. A further responsibility of the public library is to supply information to the community to assist decision making and successful community development. To complicate matters, this shift in emphasis in the public library's objectives has to be managed and brought to fruition under the following conditions: a difficult financial climate, an extended corps of users with changing requirements, and technological challenges. To manage these challenges to the public library, it is essential that human resources be utilised as well as possible in accordance with their expertise and abilities. Employees find themselves in three environments, namely the job content environment, the job context environment and the external environment. A variety of factors which can influence the performance, and therefore the utilisation of employees are present in these environments in which they have to fulfiltheir task.The theory underlying the utilisation of human resources has been studied and an integrated model for human resource utilisation has been developed. This was followed by an empirical study to identify the factors which influence the utilisation of human resources in public libraries in South Africa. From the empirical investigation four factors were identified which can influence the utilisation of human resources in public libraries, namely: • the general attitude of the employee to the task and the profession of public librarianship • training and development of employees • information technology • career management Only the first factor emerged positively from the study, while the other three performed negatively. To enable public library management to remedy the deficiencies identified with the help of these factors, an integrated human resources utilisation model is proposed. This model consists of various components which can be implemented according to the needs of the specific library. / Informations Sciences / D.Litt. et Phil. (Inligtingkunde)

Text in Afrikaans / Summaries in Afrikaans and English / Dit is vir enige openbare biblioteek wat sy doelstellings suksesvol wil bereik absoluut noodsaaklik om die mens as die belangrikste hulpbron in die ondememing doeltreffend te bestuur en optimaal te benut. Openbare biblioteke in Suid-Afrika ondervind egter sedert die veranderende politieke bestel in 1994, groat druk om 'n leidende rol in die gemeenskap te speel ten opsigte van opleiding en ontwikkeling aan die jeug, volwasse onderwys te ondersteun en aktief by gemeenskapsontwikkelingsprojekte betrokke te raak. Die openbare biblioteek het verder die verantwoordelikheid om inligting aan die gemeenskap te verskaf met die oog op besluitneming en suksesvolle gemeenskapsontwikkeling. Hierdie klemverskuiwing in die openbare biblioteek se doelstellings moet verder bestuur, en ten uitvoer gebring word te midde van 'n moeilike finansiele klimaat, 'n uitgebreide gebruikerskorps met veranderende gebruikersbehoeftes en tegnologiese uitdagings. Ten einde hierdie uitdagings aan die openbare biblioteek te bestuur, is dit noodsaaklik dat die menslike hulpbron so goed moontlik benut sal word volgens sy kundigheid en vermoens. Die werknemer bevind homself in drie omgewings in sy werkplek naamlik die taakinhoudomgewing, die taakverbandomgewi ng en die eksteme omgewing. I hierdie omgewings waarbinne die werknemer sy taak moet verrig is daar ' verskeidenheid faktore aanwesig wat sy prestasie en dus sy benutting kan bei'nvloed. Die teorie onderliggend aan menslikehulpbronbenutti ng is bestudeer en 'n ge·inte-greerde model vir menslikehulpbronbenutting is ontwikkel, waarop 'n empiriese studie gevolg het om die faktore te identifiseer wat menslikehulpbronbenutting in openbare biblioteke in Suid-Afrika kan be'invloed. Uit die empiriese ondersoek is vier faktore ge'identifiseer wat menslikehulpbron­ benutting in die openbare biblioteek kan be'invloed naamlik: • die algemene houding van die werknemer teenoor sy taak en die openbare biblioteekberoep • opleiding en ontwikkeling van werknemers • inligtingtegnologie • loopbaanbestuur Slegs die eerste faktor in die ondersoek het positief na vore getree, terwyl die ander drie negatief gepresteer het. Ten einde openbare biblioteekbestuur in staat te stel om hierdie leemtes, wat deur middel van hierdie faktore ge'identifiseer word reg te stel word 'n geintegreerde menslikehulpbronbenuttingsmodel voorgestel. Hierdie model bestaan uit verskillende komponente wat volgens behoefte van die biblioteek ge'implementeer kan word. / It is absolutely essential, for any public library that wishes to attain its objectives successfully, to manage human beings as its most important resource efficiently and to utilise them optimally.Since the change in the political dispensation in 1994, however, public libraries in South Africa experience mounting pressure to play a leading role in respect of education and the development of youth, to support adult education and engage positively in community development projects. A further responsibility of the public library is to supply information to the community to assist decision making and successful community development. To complicate matters, this shift in emphasis in the public library's objectives has to be managed and brought to fruition under the following conditions: a difficult financial climate, an extended corps of users with changing requirements, and technological challenges. To manage these challenges to the public library, it is essential that human resources be utilised as well as possible in accordance with their expertise and abilities. Employees find themselves in three environments, namely the job content environment, the job context environment and the external environment. A variety of factors which can influence the performance, and therefore the utilisation of employees are present in these environments in which they have to fulfiltheir task.The theory underlying the utilisation of human resources has been studied and an integrated model for human resource utilisation has been developed. This was followed by an empirical study to identify the factors which influence the utilisation of human resources in public libraries in South Africa. From the empirical investigation four factors were identified which can influence the utilisation of human resources in public libraries, namely: • the general attitude of the employee to the task and the profession of public librarianship • training and development of employees • information technology • career management Only the first factor emerged positively from the study, while the other three performed negatively. To enable public library management to remedy the deficiencies identified with the help of these factors, an integrated human resources utilisation model is proposed. This model consists of various components which can be implemented according to the needs of the specific library. / Informations Sciences / D.Litt. et Phil. (Inligtingkunde)