Continuing Professional Development of Professional Librarians in the Public University libraries in Ghana
| dc.contributor.author | Adanu, T.S.A. | |
| dc.date.accessioned | 2021-10-18T11:48:08Z | |
| dc.date.available | 2021-10-18T11:48:08Z | |
| dc.date.issued | 2003-10 | |
| dc.description | MPhil. Library Studies | en_US |
| dc.description.abstract | This work is a report on a research conducted on the continuing professional development (CPO) of professional librarians in the five public university libraries in Ghana. The purpose of this study was to examine the relationship between continuing professional development (CPO) of library professionals working in the five public university libraries in Ghana and job advancement/promotion, CPO and job satisfaction, CPO and job performance/efficiency. Continuing professional development will be defined by the following general factors. These are: the individual, the library/institution, CPO activities. CPD development plan. professional goals and training needs. The findings revealed that majority of the respondents were aware of CPO activities and a significant number of the respondents were actually involved in CPO. CPO was seen as having a positive impact on job satisfaction. A personal plan was seen as important for cpo. Library management of all five public university libraries said CPO was encouraged in different ways although they consented that there was an absence of a written CPO policy. The study showed that CPO had a great influence on job performance. CPO was seen also as a great aid to promotion as well as career advancement. Research and publishing showed up as the most needed of the CPO activities for promotion. Respondents were generally motivated to pursue CPO activities. The major barrier to CPO turned out to be finances and the main motivating factor for engaging in CPO activities was to update skills. Involvement in CPO was generally seen as a shared responsibility of stakeholders, the individual (employee). the library (employer). Training needs identified were many and diverse, reflecting the fact that CPO needs differ from individual to individual. Recommendations were made and suggestions given for further research. Recommendations made included the need for the documentation of CPO policy by employers and policy makers. Library management was encouraged to set up a training department within the library to cater for the training needs of staff including professionals. To the employees or professionals. it was suggested that there was a need for them to recognize that certain CPO activities like research and publishing counted more towards promotion than others. The importance of networking and teaming up for joint research was emphasized. Suggestions for further research included a comparative study between CPO practices and opportunities of professionals in the public universities on one hand and those in the private universities. | en_US |
| dc.identifier.uri | http://ugspace.ug.edu.gh/handle/123456789/36791 | |
| dc.language.iso | en_US | en_US |
| dc.publisher | University of Ghana | en_US |
| dc.subject | Ghana | en_US |
| dc.subject | CPO | en_US |
| dc.subject | Library | en_US |
| dc.subject | Continuing Professional Development | en_US |
| dc.subject | Job performance | en_US |
| dc.title | Continuing Professional Development of Professional Librarians in the Public University libraries in Ghana | en_US |
| dc.type | Thesis | en_US |
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