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Library staff recruitment and retention for managerial positions in Vietnam

Library staff recruitment and retention for managerial positions in Vietnam PurposeThis paper aims to conduct an exploratory research of recruitment source and professional staff retention for succession planning, as well as suggests some experiences of keeping qualified staff in Vietnamese libraries. It stems from the context of academic and public libraries in the Mekong Delta region, Vietnam.Design/methodology/approachThis research draws on transformational leadership theory initiated by Burns (1978) and expanded by Bass (1985). It was conducted through a multi-method case study approach at 13 public and 4 academic libraries in the Mekong Delta, Vietnam. Data collection consisted of an online survey with 162 responses and 23 in-depth semi-structured interviews.FindingsResearch result indicates that staff recruitment for managerial positions in Vietnamese libraries is mainly from within the organisation. Staff retention relies on differing factors, of which salary was considered the most important by several participants. However, succession planning itself may be a good way to keep qualified employees who would like to be promoted. For those employees attracted by high salaries rather than future managerial positions, supplemental income is believed to be a possible solution.Research limitations/implicationsA larger research coverage will be suggested to further research, so as to get further information about staff recruitment and how to retain qualified staff in Vietnamese library settings.Practical implicationsThis study aims to benefit library leaders by providing good insights into which recruitment source is suitable to look for qualified staff for managerial positions in Vietnam. Most importantly, the research would inform library leaders and the local government in the Mekong Delta of the possible reasons for staff turnover. This study also helps to raise library leaders’ awareness of how to retain their qualified professional employees within a highly dynamic environment.Originality/valueThis research contributes to literature about qualified staff recruitment and retention in an Asian country context, which has not been discussed so far. It also helps to raise awareness of library leaders about applying some practical strategies, including succession planning, into retaining managing employees in their organisations. http://www.deepdyve.com/assets/images/DeepDyve-Logo-lg.png Information and Learning Science Emerald Publishing

Library staff recruitment and retention for managerial positions in Vietnam

Information and Learning Science , Volume 118 (7/8): 10 – Jul 10, 2017

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References (29)

Publisher
Emerald Publishing
Copyright
Copyright © Emerald Group Publishing Limited
ISSN
2398-5348
DOI
10.1108/ILS-05-2017-0048
Publisher site
See Article on Publisher Site

Abstract

PurposeThis paper aims to conduct an exploratory research of recruitment source and professional staff retention for succession planning, as well as suggests some experiences of keeping qualified staff in Vietnamese libraries. It stems from the context of academic and public libraries in the Mekong Delta region, Vietnam.Design/methodology/approachThis research draws on transformational leadership theory initiated by Burns (1978) and expanded by Bass (1985). It was conducted through a multi-method case study approach at 13 public and 4 academic libraries in the Mekong Delta, Vietnam. Data collection consisted of an online survey with 162 responses and 23 in-depth semi-structured interviews.FindingsResearch result indicates that staff recruitment for managerial positions in Vietnamese libraries is mainly from within the organisation. Staff retention relies on differing factors, of which salary was considered the most important by several participants. However, succession planning itself may be a good way to keep qualified employees who would like to be promoted. For those employees attracted by high salaries rather than future managerial positions, supplemental income is believed to be a possible solution.Research limitations/implicationsA larger research coverage will be suggested to further research, so as to get further information about staff recruitment and how to retain qualified staff in Vietnamese library settings.Practical implicationsThis study aims to benefit library leaders by providing good insights into which recruitment source is suitable to look for qualified staff for managerial positions in Vietnam. Most importantly, the research would inform library leaders and the local government in the Mekong Delta of the possible reasons for staff turnover. This study also helps to raise library leaders’ awareness of how to retain their qualified professional employees within a highly dynamic environment.Originality/valueThis research contributes to literature about qualified staff recruitment and retention in an Asian country context, which has not been discussed so far. It also helps to raise awareness of library leaders about applying some practical strategies, including succession planning, into retaining managing employees in their organisations.

Journal

Information and Learning ScienceEmerald Publishing

Published: Jul 10, 2017

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