Group 4May 13, 2013

Members: Shamsudin IBRAHIM LEE Cheng Ean LI Wanyue WONG Cho Chuen YAO XiaoXia YU Ti ZENG Shan

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SWOT Analysis

Strengths Weaknesses

Opportunities Threats

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StrengthsReserves the world’s largest shale gas in the

country400 years of history of the library3,000 strong faculty in the libraryAverage staff with good performance36 staffs hold university degreeThe library has hard-working, self-motivated,

loyal, and committed staffs

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WeaknessesClose door policyLag behind in developmentLimited electronic resourcesTechnology is out of datedAUL is not collaborative and even snobbishAverage age of staff is 45 years oldForeign language skills are not existentLess percentage of professional staffsLimited budget

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OpportunitiesNew king with open door policyNew director from US with lots of working

experienceNew possibility of new fundingGifts, proposals, ideas and English books from all

over the worldAdditional budget for staffingTraining and developmentStaffs with university degree maybe easier to developNew directorSelf-motivated and hard-working staffs

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ThreatsNew director may not be familiar with the

library and the country being away from the country

Staff may not cooperate and embrace changes

Other university libraries may not want to cooperate with AUL

Senior staffs may not want to pick up new knowledge, skills and technology

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From weaknesses to opportunities• From limited e-resources to resource

sharing• Collaborative technical services• Apply open source to provide new

services

Overall

• Encourage staffs to opt for early retirement

• Restructure or reorganize staff• Train staffs to offer new services• Train staffs in English

Staffing

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MissionEstablish a learning library for providing

emerging services for the research and learning community.

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Strategic goalsCreate a learning climate in the

libraryEnhance the skills and competencies

of staffsBuild an evaluation and incentive

systemReengineer the organizationProvide new servicesCooperate with other university

libraries

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Action Plan for 1st yearTraining and development

Train staffs in self skills and area of responsibilitiesOn the job trainingMentoring Attachment and internship programsAttend conferences and seminars outside of the

libraryOrganized talks and workshops in the library

Recruit new staffsHire 10 staffs with IT skills and English proficiency

Restructure the organizationSome staffs may exchange job duties

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Action Plan for 2nd yearContinue training and developmentBuild an evaluation systemImplement a recognition and reward schemeStaffing

Ask about 5 senior staffs to retire Ask those staffs (about 5) without learning motivation to

leave Recruit 6 new professional staffs with subject knowledge

New services Catalog English materials Provide Information literacy programs

Cooperate with other 5 university libraries Host seminars to share work knowledge and experience

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Action Plan for 3rd yearContinue training and developmentRestructure the salary scheme

Including benefits and compensationsStaffing

Promote those who have demonstrated abilities based on the results of evaluation

Suggest to staffs (about 5) who cannot meet the requirements of evaluation to leave

Recruit 5 new professional staffsNew Services

Upgrade library system…

Continue cooperating with other university libraries

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Staffing statisticsYear 1 Year 2 Year 3 Total

Recruit 10 6 5 21

Retire - 5 0 5

Removed position

- 5 5 10

Notes: 1. Total number of the staff is 702. professional staffs=27; IT staffs with English proficiency=10;

Support staffs=333. Ration between professional and support staffs improve to 1:1

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Q & A

Thanks for your listening