Professional Documents
Culture Documents
www.emeraldinsight.com/0024-2535.htm
Gender,
Gender, flexibility and flexibility and
opportunity: best use of human opportunity
resources in UK HE libraries
A.D.B. MacLean 403
Assistant Librarian, Andersonian Library, University of Strathclyde, Glasgow,
UK
Abstract
Purpose – To give an overview of some recent research into human resource (HR) deployment in
library services in UK universities and colleges of higher education.
Design – The aim of the research in question was to evaluate the effectiveness of HR deployment.
This implied a positivistic methodological approach, maintaining that the reality under examination,
HR deployment, existed objectively and independently of the researcher. However, the research
aimed to discover not only what happened but also why. So there was an overlap between the
positivistic and phenomenological approach. To this end, the research collected quantitative data via
a survey and the present paper provides a summary of the research aim, objectives, methodology and
results.
Findings – The research findings indicate that staff deployment patterns in the context investigated
are suboptimal and that, in consequence, individual libraries should be open to scrutiny in
comparison with others not only in terms of their quantifiable patterns of library usage but also in
terms of the patterns of their staff provision and staff deployment.
Research limitations – The findings only relate to UK universities and colleges of higher
education.
Practical implications – The present research suggests five actions for practitioners.
Originality/value – The present research highlights the lack of benchmarking facilities in UK
universities and colleges of higher education relating to HR deployment in libraries, and recommends
that Society of College, National and University Libraries (SCONUL) extends the existing data
collection in the Annual Statistical return to include this HR area.
Keywords Human resource management, Libraries, Employees, Flexibility, Gender
Paper type Research paper
Introduction
There are many kinds of resources involved in any form of economic activity. These
have been categorised in a variety of ways – for example, as people, capital and
technology. For the purposes of the present research the focus is on people: people are
the critical component to success; they drive capital growth and technological
expansion, or should do. These human resources (HR) need care and attention to
effectively and consistently perform at a high level (Updegraff, 2004).
Human Resources are arguably the greatest and the costliest business asset. This is
particularly true in education – for example, 50 per cent of higher education institution
library budgets are spent on staff (Paterson, 1999; SCONUL, 2004a). Within libraries
specifically, people are a key resource in achieving organisational objectives (Rowley,
1996; McKenna and Beech, 1995; Paterson, 1999).
People are all different and they all have different profiles (Hatfield, 2005). They all
bring different life and employment experiences, qualifications, interests, skills, Library Review
Vol. 55 No. 7, 2006
abilities and competencies. Library directors need to know these profiles, to know pp. 403-413
what potential there is and to know the full extent of the resources at hand (Paterson, E Emerald Group Publishing Limited
0024-2535
1999; McManus, 2003). DOI 10.1108/00242530610682128
LR Part of the uniqueness of human capital is its diversity, and within the field of
Human Resource Management (HRM) comes the management of diversity, which is
55,7 not just about concentrating on issues of discrimination but about ensuring that all
people maximise their potential and contribution to the organisation. It is a concept
that embraces a broad range of people and should not exclude anyone.
The five most widely identified groups are: minority ethnic people, disabled people,
older people, lesbians and gay men and women (Kirton and Greene, 2000, p. 9).
404 Managing diversity concentrates on movement within the organisation, the culture of
the organisation and the meeting of business objectives. Whereas equal opportunities
are often seen as something that concern mainly HR practitioners, managing diversity
is seen as being the concern of all employees, especially managers within an
organisation. It differs crucially from equal opportunities in its lack of reliance upon
positive action or affirmative action (Kandola and Fullerton, 1994).
Objectives
Within the frame of reference defined above, this paper describes an evaluation of HR
deployment in the library services in universities and colleges of higher education
across the UK and Ireland, in terms of gender balance, approaches to HRM and
flexibility in human resource planning (HRP).
The present paper is based on research conducted by MacLean, as part fulfilment of
an MSc in HRM at the Department of HRM and Development at Glasgow Caledonian
University Business School, between October 2004 and July 2005. The end result was
the dissertation, entitled ‘‘An analysis of human resource deployment in UK higher
education libraries: gender balance, human resource management and human resource
planning’’.
The objectives of the paper are to analyse three key dimensions of employee
resourcing:
(1) gender balance in the workforce;
(2) approaches to HRM, including strategic HRM and the resource based view; and
(3) human resource planning, the extent of flexible deployment of staff, future
HR requirements, succession planning and staff development.
Methodology
In order to achieve an effective analysis of patterns of employee resourcing, it was
necessary to profile library staff in terms of gender balance, flexibility of deployment
and staff development. This made it possible to draw inferences on and for theHRM in
library services.
The strategy used in the present research was methodological pluralism. The aim of
the research was to evaluate the effectiveness of HR deployment. As such this implied a
positivistic methodological approach, maintaining that the reality under examination,
human resource deployment, existed objectively and independently of the researcher.
However, the research aimed to discover not only what happened but also why. So there
was an overlap between the positivistic and phenomenological approach.
The research collected quantitative data in the multiple case study context. The
study was descriptive in that it presented a description of the phenomena under
consideration, i.e. staff profiles. It was also explanatory in that it aimed to explain how
or why these phenomena occurred.
The participating respondents comprised College, National and University libraries Gender,
across the UK and Ireland, with the sample or subset being the SCONUL member
institutions. The number of participants in the sample was determined by combining
flexibility and
two lists: the 166 institutions which were contacted to participate in the SCONUL opportunity
Statistical return (SCONUL, 2004a) with the list of SCONUL member institutions on
the web site (SCONUL, 2004b) which identifies a further 16 institutions. This resulted
in 182 libraries. (MacLean, 2005, p. 57).
Given the scattered geographical locations of participants, data collection was 405
carried out by self completion, using postal questionnaires (deemed to be the most cost
effective and time efficient means of data collection (Bryman, 2001, p. 128). One
hundred and eighty-two self administered postal questionnaires were issued, with 70
returned, resulting in a 38.5 per cent response rate (MacLean, 2005, p. 60). The likely
response for postal questionnaires is variable and 30 per cent is ‘‘reasonable’’
(Saunders, Lewis and Thornhill, 2003, Table 10.1, p. 284). Of these 70, none were
totally completed, so all 70 were incomplete responses.
Table I (MacLean, 2005, Table 5, p. 68) shows the respondents by library sector.
The percentage of the total population broadly matched the make-up of SCONUL
member institutions and was therefore representative of the total sample. The data
were then analysed using Excel.
Limitations
The limitations of the research include a single method of data collection, the length of
the questionnaire and the potentially sensitive issue of the subject of gender balance in
the workforce. Despite these limitations the research design supported the research
aim and objectives.
Findings
These findings are summarised in the original thesis (MacLean, 2005).
Gender
The present research found that the majority of librarians are female (Table II) and
that the majority of senior managers or Heads of Divisions, are female (Table III), with
Percentage
Response Percentage of Missing of missing
Majority findings rate response rate data data
Professional: More female than male 10, n527 37.03 2, n527 7.40
small complement
Professional: More female than male 20, n531 64.51 3, n531 9.67
medium
Professional: large More female than male 8, n512 66.66 2, n512 16.66
Clerical: small All female 13, n527 48.14 6, n527 2.22
complement
Clerical: medium More female than male 24, n531 77.41 3, n531 9.67
Clerical: large More female than male 9, n512 75 3, n512 25
Manual: small Equal gender balance 2, n527 7.40 25, n527 92.59
complement
Manual: medium Equal gender balance 8, n531 25.80 23, n531 74.19
Manual: large Equal gender balance 2, n512 16.66 8, n512 66.66
Technical: All male 4, n527 14.81 21, n527 77.77 Table VII.
small complement Gender balance in staff
Technical: medium More male than female 5, n531 16.12 18, n531 58.06 categories by size of
Technical: large Equal gender balance 2, n512 16.66 8, n512 66.66 staff complement
Percentage of Percentage of
Response rate response rate Missing data missing data
Table XII.
Staff categories in Professional 50, n570 71.42 20, n570 28.57
which succession Clerical 35, n570 50 35, n570 50
planning would Manual 2, n570 2.85 68, n570 97.14
be considered Technical 12, n570 17.14 58, n570 82.85
Percentage of Percentage of
Response rate response rate Missing data missing data
Table XIII. Hierarchical 36, n570 51 0 0
Library structure Flatter 34, n570 49 0 0
Percentage of Percentage of
Response rate response rate Missing data missing data
University: hierarchical 31, n544 70.45 0 0
Flatter 13, n544 29.54 0 0
College: hierarchical 3, n520 15 0 0
Flatter 17, n520 5 0 0
National: hierarchical 2, n54 50 0 0
Table XIV. Flatter 2, n54 50 0 0
Library structure Other: hierarchical 1, n52 50 0 0
by sector Flatter 1, n52 50 0 0
Percentage of Percentage of
Finding Response rate response rate Missing data missing data
Table XV.
The extent of flexible Small Fairly 12, n527 44.44 4, n527 14.81
deployment of staff by Medium Slightly 14, n531 45.16 1, n531 3.22
size of staff complement Large Fairly 7, n512 58.12 2, n512 16.66
While the majority of libraries are not in IiP institutions, IiP status itself was not a Gender,
significant point of differentiation in terms of flexibility: as was found in the majority
of all libraries surveyed, IiP libraries ‘‘fairly’’ flexibly deploy staff (Tables XVI and
flexibility and
XVII). opportunity
Discussion
General interpretation
Addressing the question ‘‘how effective is HR deployment?’’ we would suggest the 409
following interpretation of the findings above.
Gender balance in the workplace is showing a marked improvement over time.
However the primary research shows persisting gender segregation, and this finding
confirms and is confirmed by other research, for example that conducted by Maxwell
and Ogden with McTavish (2004, p. 2) in which the ‘‘inhibitors to and enablers of the
career development of female managers’’ are discussed. (SCONUL, 2004a, pp. 92–3).
Contemporary HRM approaches emphasise the need to adopt a more flexible
approach to HR deployment. The primary research showed that libraries are offering
extended opening hours into the evenings and over the weekends, and are providing a
staffed service during these times. As a result, staff are being deployed in more than
one capacity, rather than in one specific role. These research findings reflect findings
elsewhere, for example McKenna and Beech (1995) who reported that where such
flexible patterns of deployment exist such there can be a tension arising from the
number of staff required to maintain a service and the roles in which staff are
deployed in order to fulfil the service provision. (MacLean, 2005, p. 93).
However, in spite of the fact that commentators such as Taylor (2002) have
identified the need for flexibility in structures to assist with the flexible deployment of
human resources, these investigations show that, by and large, libraries have not
extensively adopted this ‘‘best practice’’. The majority of libraries surveyed still
favour traditional structures which can inhibit the ‘‘rapid response’’ of human
resources as and when required. (MacLean, 2005, p. 93).
The research findings showed that the majority of institutions do not hold IiP
status. As the only generally recognised people standard, IiP provides the requisite
framework to provide the means to achieving organisational success through HR. It is
in this area that the research findings differ most from the findings of the supporting
literature in the wider non-library context.
So, what are the implications of all this for practitioners?
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Corresponding author
A.D.B. MacLean can be contacted at: A.D.MacLean@strath ac.uk