Using Formal and Informal Channels to Update Librarians' Skill Sets

Today librarians face stern challenges from many directions: technology, social media, users’ demands and internal processes. How should we upgrade our skill sets and learn to take up new roles? In recent ARL libraries’ vacancy postings, it was found that more than half of the advertised positions were newly created or redefined jobs. As such staff development should be mission-critical. A case study of the Hong Kong University of Science and Technology Library is presented on its staff retraining and reskilling practices. Formal training spans from new staff orientation, refresher sessions and user education workshops, to specialise and cross-training. Informal training includes Connect Time and Fun Cafe. Other channels include sessions on upgrading technical skills, consortial training, learning circles and collective learning. There have been competency profiles in different areas that help librarians to identify skill gaps and areas for development. To fill these gaps, librarians can learn from the business which includes learning in the staffs’ annual objectives and enforces a link between learning and performance. The library will then be a learning organisation that we grow together with our users. The future of libraries relies on librarians' capacities to continuously transform our roles and skills.