Effective Human Resources and Organizational Development

for 21st Century Libraries

Beth SchuckAssociate University LibrarianNorthern Arizona University

September 24, 2012

Environmental Scan

Higher Education

» Technology: for teaching, learning and discovery

» US Population: more diversity, aging among workforce

» Innovation: New approaches as expectation» Accountability: need for assessment data for

results-based funding» Funding: Show return on investment and all

funds budgeting

Planning, Budgeting and Individual Goals

Human Resources

HR Functions shift from:» Reactive to proactive» Business process to facilitator/consultant» Performance management to talent

management» Transactional to holistic life cycle approach» Enforcer to problem solver

Organizational Development

OD shift focus to:» Continuous improvement models» Skill inventory/gap analysis» Data driven approach-better assessment» Flexible, agile learning programs» Leadership development throughout the

organization» Experiential learning/project based application» Skills focus

Elements for Success

Organization needs to:» Agree to support talent management

approach» Take risks on behalf of organization» Trust in administration and each other» Constantly link these programs to

mission/strategic plan» Celebrate small steps to stay on track

Examples

Beth’s examples» Tap excellence of retirees before and after

separation: student coaching» Assignments for promising talent: NAIFS » Informal learning: Ya Lah! Arab Students at NAU

- Understanding and Aiding this Group» Apply skills immediately/often: staff studio» Effective practices for selection advisory

Committee: two groups per year

Questions

I skate to where the puck is going to be, not where it has been.

Read more at http://www.brainyquote.com/quotes/authors/w/wayne_gretzky.html#4scf8KGpk7fDJulp.99

» Cline Library Recruitment Video (Draft)

Beth.Schuck@nau.edu

References

» Refworks Bibliography

Thank You!