大学图书馆学报
大學圖書館學報
대학도서관학보
Journal of Academic Libraries
2015年
3期
43~50
,共null页
高校图书馆 人力资源 在编馆员 非在编人员
高校圖書館 人力資源 在編館員 非在編人員
고교도서관 인력자원 재편관원 비재편인원
Academic Library; Human Resources; Professional Librarian; Para-professional Librarian
根据教育部高校图工委事实数据库中各馆自报数据,选取2013年度高校图书馆人力资源的数据进行分析.图书馆人力资源数据涉及到：馆长、在编馆员、合同制职工、临时聘用人员、勤工助学人员等.馆长以男性、专职、高级职称、学士学位以上、非图书馆学专业为主.高校图书馆在编人员总数约8万人,女性在编人员占66.7％,生均在编人员为0.0027人.在编人员的学历以本科、硕士和大专为主,职称以中级、初级、副高级为主,40岁以上在编馆员所占比例达到64.7％.高校图书馆合同制职工总人数约4300人,临时工约10300人,勤工助学学生约64800人.要促进高校图书馆人力资源发展,就需要任命具有图书馆学专业背景的专职馆长,建立区域学习共同体,建立区域馆员轮训机制,招聘馆员时兼顾性别比例,建立在编与非在编馆员同工同酬体制.
根據教育部高校圖工委事實數據庫中各館自報數據,選取2013年度高校圖書館人力資源的數據進行分析.圖書館人力資源數據涉及到：館長、在編館員、閤同製職工、臨時聘用人員、勤工助學人員等.館長以男性、專職、高級職稱、學士學位以上、非圖書館學專業為主.高校圖書館在編人員總數約8萬人,女性在編人員佔66.7％,生均在編人員為0.0027人.在編人員的學歷以本科、碩士和大專為主,職稱以中級、初級、副高級為主,40歲以上在編館員所佔比例達到64.7％.高校圖書館閤同製職工總人數約4300人,臨時工約10300人,勤工助學學生約64800人.要促進高校圖書館人力資源髮展,就需要任命具有圖書館學專業揹景的專職館長,建立區域學習共同體,建立區域館員輪訓機製,招聘館員時兼顧性彆比例,建立在編與非在編館員同工同酬體製.
근거교육부고교도공위사실수거고중각관자보수거,선취2013년도고교도서관인력자원적수거진행분석.도서관인력자원수거섭급도：관장、재편관원、합동제직공、림시빙용인원、근공조학인원등.관장이남성、전직、고급직칭、학사학위이상、비도서관학전업위주.고교도서관재편인원총수약8만인,녀성재편인원점66.7％,생균재편인원위0.0027인.재편인원적학력이본과、석사화대전위주,직칭이중급、초급、부고급위주,40세이상재편관원소점비례체도64.7％.고교도서관합동제직공총인수약4300인,림시공약10300인,근공조학학생약64800인.요촉진고교도서관인력자원발전,취수요임명구유도서관학전업배경적전직관장,건립구역학습공동체,건립구역관원륜훈궤제,초빙관원시겸고성별비례,건립재편여비재편관원동공동수체제.
Through the database of academic library and information commission regulated by Chinese ministry of education, we carefully selected data of human resources in 2013 to analyze its status quo. Li- brary human resources are consisted of library director, professional librarians, para-professional librari- ans, both full-time and part-time and student assistants. The data analysis indicated that library directors are dominated by male, full-time, senior title of profession, bachelor＇s degree or above and with non-library science major. The total number of professional librarians is 80000 with 66.7M of it female. In order to de- velop human resources of Chinese academic, the paper gave suggestions on appointing full-time library di- rector with library science education, building up regional librarian learning community and regional librari- an practice mechanism, balancing gender proportion in recruitment, and building up equal pay mechanism for different tracks of human resources.
