Symposia & Conferences

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A Study on the Factors for Motivation of University Librarians of Sri Lanka in Continuing their Professional Education
(Department of Library and Information Science, Faculty of Social Sciences, University of Kelaniya, Sri Lanka, 2016) Samarakoon, M.; de Silva, G.
The present electronic environment has demanded a change of skills for library and information science professionals such as technical skills, IT skills, and managerial skills etc., Continuing Professional Education (CPE) is a lifelong process to develop and maintain knowledge, skills, values, ethics and attitudes relevant to professionals to achieve professional goals and to succeed in their respective careers. CPE is an important platform for professionals in terms of updating of professional knowledge and improvement of professional competence of their working lives. Objectives of this study were to identify motivational factors for the CPE, to decide on the librarians’ needs and performance of CPE, different methods to motivate librarians towards CPE. The research methodology used in this study is survey method. Questionnaires, observations and interviews were used as principle techniques. The research methods are used for obtaining qualitative and quantitative data for the analysis. Data were presented using charts, tables, graphs etc. The sample taken for this study consists of 100 personnel. Also 54 professionals filled the questionnaires and returned for the purpose of this study. Samples of hundred professionals from 15 prominent, reputed and recognized universities have been selected. It was revealed that the female library professionals outnumber the males in the university libraries. They are engaged in research and publication activities. But there is no strong relationship between work experience and research and publications. Professionals are highly motivated to the need of updating of knowledge and skills, to widen experience and practical knowledge in the practice of librarianship, better service to others, new and creative ideas, ability to study effectively. They require CPE programs for ICT, information literacy and awareness of new library trends. A program in CPE should be provided for all library professionals according to their interests and involvement. Establishment of an association for CPE and performance reviews are suggested to develop high standards in CPE at university libraries.
Leadership Skills for Library Professionals
(Department of Library and Information Science, Faculty of Social Sciences, University of Kelaniya, Sri Lanka, 2016) Dorairajan, M.; Sanka, M.; Raghavan, P.
Digitally exploded information and its management globally is the need of the hour. In the digirtal era, library management with the technically cultured users, the society expects a good leader to guide the information world to access the pinpointed authentic information towards knowledge management. In the changing world, library professionals are to ignite the younger minds with newer ideas to create more knowledge. The fundamental skill to be imbibed as leadership qualities to empower them to perform their services to the user communities is essential. The training on skills such as advocacy, risk taking, innovation and rapidly adapting changes with creativity and interactions are to be more opt for the library professionals to equip them through the different types of the leadership training This paper throw some inputs on the leadership qualities and skills required for the library professionals to think globally and act locally in the virtual environment.
Human Resource Function in the Strategy Process: A Case for Convergence
(University of Kelaniya, 2005) Wickramasinghe, V.
The future of human resource management (HRM) as a discipline and a profession is closely linked to the role played by the HR function in the organisational strategy process. Though the debate on HRM and HR function continues, some important issues have not been given the adequate attention they deserve. First, the credibility of management idea is partly determined by its diffusion across the world; such credibility will be enhanced if the idea is viewed to be applicable in various contexts. This issue led to raise the first research question: (a) to what extent does HR function plays a significant role in the organizational strategy process in Sri Lankan companies? The second issue pertains to how (if at all) modern approaches associated to HRM manage to find their way to Sri Lanka. Here, the debate on convergence versus divergence in management practices and the role of Multinational Companies (MNCs) and other drivers of globalisation are explored. Thus, (b) to what extent MNCs and other drivers of globalization can be attributed to play a part in the convergence of HRM practices? The research is also guided by four hypotheses. The answers to the two questions were sought from a sample of 78 HR managers in three categories of Sri Lankan manufacturing companies. The findings of the investigation led to argue that the transfer of HRM practices and philosophies cannot be solely attributed to MNCs and other drivers of globalization such as efficient communication systems, information technology, ISO standards, and international and professional institutions. The strength of the current local management practices and cohesion of institutions in Sri Lanka, which is arguably due to the colonial legacy and the beginning of unequal interactions with the West, have also played a major role.

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