Library staff recruitment and retention for managerial positions in Vietnam
| Pages | 354-363 |
| Date | 10 July 2017 |
| Published date | 10 July 2017 |
| DOI | https://doi.org/10.1108/ILS-05-2017-0048 |
| Author | Trang Thi Huynh |
| Subject Matter | Library & information science,Librarianship/library management,Library & information services |
Library staffrecruitment and
retention for managerial positions
in Vietnam
Trang Thi Huynh
School of Social Sciences and Humanities, Can Tho University, Can Tho, Vietnam
Abstract
Purpose –This paper aims to conductan exploratory research of recruitment source and professionalstaff
retention for succession planning, as well as suggests some experiences of keeping qualified staff in
Vietnamese libraries. It stemsfrom the context of academic and public libraries in the Mekong Delta region,
Vietnam.
Design/methodology/approach –This research draws on transformationalleadership theory initiated
by Burns (1978) and expandedby 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 with162 responses and 23 in-depth semi-structuredinterviews.
Findings –Research result indicatesthat staff recruitment for managerial positionsin 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
salariesrather than future managerial positions, supplementalincome is believed to be a possible solution.
Research limitations/implications –A larger researchcoverage will be suggested to further research,
so as to get further informationabout staff recruitment and how to retain qualified staff in Vietnameselibrary
settings.
Practical implications –This 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 informlibrary leaders and the local government in the Mekong Delta of the
possible reasons for staffturnover. This study also helps to raise library leaders’awareness of how to retain
their qualifiedprofessional employees within a highly dynamic environment.
Originality/value –This research contributesto literature about qualified staff recruitment and retention
in an Asian country context, which has notbeen discussed so far. It also helps to raise awareness of library
leaders about applying some practical strategies, including succession planning, into retaining managing
employeesin their organisations.
Keywords Academic libraries, Recruitment, Public libraries, Succession planning, Retention,
Vietnam
Paper type Research paper
Introduction
Employee recruitment and retention are playing an increasingly important role in
promoting organisation and individual efficiency (Level and Blair, 2006). It will cost time
and money to recruit and train new candidates for managerial positions if suitable
candidates depart from the library. In terms of staff recruitment, it is interesting that
different cultures have differentcriteria to recruit staff (Council of Europe, 1999). In Western
countries, some recruiters assume that someone’s resume indicating many career changes
would mean that the candidate is active, is creative and always looks for challenges,
leverage and promotionsin a new career. This becomes one of the criteria to be consideredin
ILS
118,7/8
354
Received31 May 2017
Revised23 June 2017
Accepted24 June 2017
Informationand Learning Science
Vol.118 No. 7/8, 2017
pp. 354-363
© Emerald Publishing Limited
2398-5348
DOI 10.1108/ILS-05-2017-0048
The current issue and full text archive of this journal is available on Emerald Insight at:
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