3rd International Conference on Qualitative and Quantitative Methods in Libraries Kate-Riin Kont Signe Jantson.

Slides:



Advertisements
Similar presentations
St. Louis Public Schools Human Resources Support for District Improvement Initiatives (Note: The bullets beneath each initiative indicate actions taken.
Advertisements

PowerPoint presentation to accompany Operations Management, 6E (Heizer & Render) © 2001 by Prentice Hall, Inc., Upper Saddle River, N.J S10-1 Operations.
McGraw-Hill/Irwin Copyright © 2007 by The McGraw-Hill Companies, Inc. All rights reserved. 7 Design of Work Systems.
Extended Project Research Skills 1 st Feb Aims of this session  Developing a clear focus of what you are trying to achieve in your Extended Project.
Chapter 4 Job Analysis Discuss the nature of job analysis, including what it is and how it’s used. Use at least three methods of collecting job analysis.
introduction to MSc projects
Research Methods for Business Students
JOB ANALYSIS AND HUMAN RESOURCE PLANNING
Evaluation. Practical Evaluation Michael Quinn Patton.
JOB ANALYSIS AND HUMAN RESOURCE PLANNING
Creating Research proposal. What is a Marketing or Business Research Proposal? “A plan that offers ideas for conducting research”. “A marketing research.
© 2008 by Prentice Hall4-1 Human Resource Management Chapter 4 JOB ANALYSIS, STRATEGIC PLANNING, AND HUMAN RESOURCE PLANNING.
Learning Objectives Discuss Job Requirements Explain Job Descriptions List Factors in Job Design.
© 2014 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part.
Implementation & Evaluation Regional Seminar ‘04 School Development Planning Initiative “An initiative for schools by schools”
CHAPTER 5 Infrastructure Components PART I. 2 ESGD5125 SEM II 2009/2010 Dr. Samy Abu Naser 2 Learning Objectives: To discuss: The need for SQA procedures.
Job analysis and Job description. Job analysis is the first step in job evaluation and requires investigation each job skills and personal attributes.
Principle of Management
Sina Keshavaarz M.D Public Health &Preventive Medicine Measuring level of performance & sustaining improvement.
LIBRARIES IN THE DIGITAL AGE (LIDA) 2014, June, Zadar Kate-Riin Kont.
Advanced Technical Writing
Research !!.  Philosophy The foundation of human knowledge A search for a general understanding of values and reality by chiefly speculative rather thanobservational.
Industrial Engineering I
ASSESSMENT OF HRD NEEDS Jayendra Rimal. Goals of HRD Improve organizational effectiveness by: o Solving current problems (e.g. increase in customer complaints)
FLLLEX – Final Evaluation
Recruit, Select and Induct 20 July 2010 Recruitment & Selection - John Mc Donald.
HR Planning Introduction & Revision. HRM Is the effective use of an organization's human resources to improve its performance.
Comp 20 - Training & Instructional Design Unit 6 - Assessment This material was developed by Columbia University, funded by the Department of Health and.
Chapter 5 Job Analysis.
Course on Data Analysis and Interpretation P Presented by B. Unmar Sponsored by GGSU PART 2 Date: 5 July
1 Unit 4 Managing Employee Performance and Performance Appraisal.
Evaluating a Research Report
WITH THE NAME OF ALLAH THE MOST MIGHTY AND MERCIFUL. 1Human Resource Managment.
Introduction to Evaluation Odette Parry & Sally-Ann Baker
MAP-IT! Review Meeting 5 March Brussels MAP IT Questionnaire INNOVA/ITIDA.
PAD214 INTRODUCTION TO PUBLIC PERSONNEL ADMINISTRATION
Minerals Industry Safety and Health Centre The University of Queensland What works best at improving mine worker safety and why does it work Carmel Bofinger.
1 Procedure for the determination of time required to perform a task involving either human or machine under certain standard conditions of measurement.
Chapter NO.03 NEED ANALYSIS.
Impact MSQ FOLIO course. What is impact? ‘ Impact’ is the difference that is made to individuals, organisations or communities by library services (1)
© 2008 by Prentice Hall4-1 Human Resource Management 10 th Edition Chapter 4 JOB ANALYSIS, STRATEGIC PLANNING, AND HUMAN RESOURCE PLANNING.
Personnel record and report is a statement describing an event, situation and happening in a clear manner. It provide both qualitative and quantitative.
Recruitment & HR. You’ll discover:  Tips on hiring the right people  Why & how to facilitate Performance Reviews  How to Motivate Your Team  Importance.
1 Administrative Office Management, 8/e by Zane Quible ©2005 Pearson Education, Inc. Pearson Prentice Hall Upper Saddle River, NJ Job Analysis Chapter.
© 2008 by Prentice Hall4-1 Employee Recording Describe daily work activities in diary or log Problem: Employees exaggerating job importance Valuable in.
Job Analysis. The process of collecting and organizing information about jobs performed in the organization and the principle elements involved in performing.
Impact FOLIOz MSQ course. What is impact? ‘ Impact’ is the difference that is made to individuals, organisations or communities by library services (1)
Job Analysis and Evaluation. Definition Job - Consists of a group of tasks that must be performed for an organization to achieve its goals Position -
WHAT IS RESEARCH? According to Redman and Morry,
Job Analysis (Session Four) Jayendra Rimal. What is Job Analysis & its Uses The procedure for determining the critical knowledge, abilities, skill and.
Fifth Edition Mark Saunders, Philip Lewis and Adrian Thornhill 2009 Research Methods for Business Students.
Improved socio-economic services for a more social microfinance.
7 Design of Work Systems.
Quantitative Methods for Business Studies
Clarasia Monica Siera Zahra
Job Analysis Chapter 4 Md. Al-Amin.
7 Design of Work Systems.
Job Analysis And Job Description.
JOB ANALYSIS AND HUMAN RESOURCE PLANNING
Systems Implementation,
Advanced Technical Writing
WORK STUDY.
© 2012 The McGraw-Hill Companies, Inc.
Chapter 4: Job Design and Job Analysis
(Lecturer in Mech. Deptt.)
Technical Writing Abstract Writing.
Production and Operations Management
Job Analysis Chapter 4 Md. Al-Amin.
Activity-Based Costing System
Presentation transcript:

3rd International Conference on Qualitative and Quantitative Methods in Libraries Kate-Riin Kont Signe Jantson

For a long time the management of libraries did not pay attention to such areas of librarianship as the development of the effective management of book collections, classification, cataloguing, and the like. This inattention was not important because of the small size of collections, staff, buildings, and clienteles made for simplicity of operation and demanded not very sophisticated approach to the ways of doing things (Coney, 1952, p. 83).

Why Cost Accounting for Libraries? At the end of 19 th century, at the beginning of 20 th century, many libraries were identified as being large enough to apply the ideas of scientific management and cost accounting. Librarians in these libraries were interested in achieving maximum efficiency at minimum cost.

Cost Accounting Methodology Cost accounting, as defined in the Encyclopedia Britannica, is: “a system of accounting designed to show the actual cost of each separate article produced or service rendered” (Rider, 1936, p. 332). Cost accounting is in essence the process of tracking, recording and analysing costs associated with the activity of an organization. Through cost accounting, output indicators are incorporated into the financial system (Doore Van, et al, 2010, p. 40).

History of Cost Accounting Research in Libraries The early studies and reports of the results of the library cost accounting (e.g. Cutter, 1877; Whitney, 1885; Bishop, 1905) indicate main reasons why cost accounting reached libraries: 1. critics seemed to think that investment in the cataloguing system was a total loss; 2. library managers needed to justify their cataloging costs to the public as well as to their parent organizations; 3. the work which did not seem to involve costs in the eyes of the public had to be justified too.

Time and Motion Study Methodology Formal motion and time study, goes somewhat beyond the concept of work simplification and streamlining of processes. R. M. Barnes lists four distinct parts to the process, namely, (1) finding the most economical way of doing the job, (2) standardizing the methods, materials, and equipment, (3) determining accurately the time required by a qualified person working at a normal pace to do the task, and (4) assisting in training the worker in the new method (Barnes, 1949, pp. 1-4).

Library Staff Performance Studies Both cost accounting as well as time and motion study methods (e.g.Baldwin & Marcus, 1941; Battles et al, 1943; Hardkopf, 1949; Pierce, 1949) have been applied for better library service, lower cost, or both. Throughout history they have been closely related to the identification of library staff performance: effectiveness, efficiency and productivity.

Library Staff Performance Studies Cost accounting as well as time and motion studies in libraries deale with: the performance of individual worker, work simplification, salary standardization, determination of the standards of performance for specific library operations, improvement of working conditions (in regard to light, noise, fatigue), systematic in-service training, employee turnover, careful definition and assignment of work in each department.

Activity-Based Costing Methodology Activity-Based Costing (ABC) was designed in the United-States during the 80’s by Cooper and Kaplan There is a four-step approach to implement the ABC system (Cooper & Kaplan 1988): identify the key activities and relevant cost drivers, allocate staff time to activities, attribute staff salaries and other costs to activity cost pools, determine the cost per cost driver.

Activity-Based Costing Studies The testing and implementation of the ABC method is already very common in university libraries around the world (Goddard & Ooi, 1998; Ceynowa, 2000; Poll, 2001; Ellis-Newman, 2003; Heaney, 2004; Ching & Leung, 2008). Many library managers have decided that activity based costing method is the best of existing cost analysis method adapted for evaluating library products.

Time-Driven Activity-Based Methodology Time-Driven Activity-Based Costing (TDABC) was designed as revised and easier version of ABC by Kaplan and Anderson at the beginning of 21st century (Kaplan & Anderson, 2004; Kaplan & Anderson, 2007). In the TDABC model only two parameters are required: (1) the number of time units (e.g. minutes) consumed by the activities related to the cost objects (the activities the organization performs for products, services, and customers) and (2) the cost per time unit.

Time-Driven Activity-Based Studies The TDABC method in the context of the university library has been tested twice in Belgium, at the Arenberg Library of the Catholic University of Leuven: The first one was concentrated on the inter–library loan (ILL) (Pernot, E., Roodhooft, F.,2007). The second study was focused on the activities of acquisitions (Stouthuysen, K., Swiggers, M., Reheul, A.-M. & Roodhooft, F., 2010). This studies showed how the time-driven cost accounting technique works in practice, by means of clear time equations, cost tables, and several recommendations.

Research Methods Cost accounting research in libraries have almost always combined both qualitative and quantitative methods, like: 1. analysis of statistical data (e.g. collecting all types of accounting data about the costs that occur in the production of library services), 2. documents (e.g. job descriptions), 3. time sheets and time diaries, 4. observations, 5. interviews and/or 6. questionnaires.

Research Methods Specific time studies of personnel activity will give the most precise data about the actual tasks performed: The self-administered diary method is most often employed in historical library cost accounting studies for determining labor costs (Rider 1936, Miller 1937). Time sheets are another very common method for costing purposes (Chargeable and non-chargeable time!!!). In 1970s, the methods such as random time sampling with self-observation and interviewing staff with closed questions were added for library cost accounting studies (Spencer 1971, Masterson 1976).

Research Methods For library activities, identification and definitions, the direct observations, systematic sampling process and the open interviews without the structured questionnaire are the part of new cost accounting models studied in academic libraries (Pernot et al 2007; Stouthuysen et al 2010).

Important! Certainly it must be emphasized that all library activities are intellectual activities which demand knowledge, judgement, and initiative, and every plan to increase the output must take these factors into consideration. Reichmann’s (1953) has argued that “librarians, but especially when they are dealing with acquisition and cataloguing or even with bibliographical describing, should have freedom to decide how much time can be spent on the cataloguing or describing of one title, or that the concern is with quality alone not with the quantity of output.” (Reichmann, 1953, p. 310).

This research was supported by European Social Fund’s Doctoral Studies and Internationalisation Programme DoRa