Managerial Role in Improving Employee Performance

in STIESIA Library

Dahlia Sri Andini, Yoga Setya, Dessy Harisanty and Esti Putri Anugrah

Library Studies, Faculty of Vocational Education, Universitas Airlangga, Dharmawangsa Dalam, Surabaya, Indonesia

Keywords: Librarian, Managerial, Performance.

Abstract: The purpose of this paper is to examine further whether there is a managerial role in improving the

performance of the librarian at the Library of the College of Economics Indonesia. The method used is

descriptive method with the form of case studies through observation and interviews in Surabaya STIESIA

library. Data Research on Performance Improvement using Managerial through activities that have been

made by the leader (chief librarian) to the librarian. The findings indicate that the performance improvement

activities that have been carried out at the Library of the Indonesian School of Economics in Surabaya are

published in the form of special libraries and participation in activities that support various activities in

library.

1 INTRODUCTION

College library is a facility must have a college to

support all activities associated with lecturing,

teaching, and all other activities of the academic

community. Libraries play an important role in

implementing the vision and mission of the

university as well as to achieve its objectives

(Harisanty, 2019). According to Law No. 43 of

2007, the Library has seven functions among other

educational functions, resources, supporting

research, recreation, publications, deposits, and

interpretation of information. In support of all

activities in the library required competent human

resources in the field. To optimize the activities of

the library service, the library needed human

resources consist of librarians.

Librarians also become very influential in

response to user convenience and user satisfaction

based on the services provided by librarians.

Librarian is a Human Resources (HR) manage all

activities that exist in the library. According to the

Code Librarian (1998: 1) The librarian is an

organizing library activity by providing services to

the public in accordance with the duties of their

parent institutions because of their knowledge

through education. Librarian also require education

or training to have a stock that is consistent with the

concept of library science that can be applied to

service activities (Wahyuni, 2015). Due to the

professionalism of librarians only be held by an

expert librarians / professional or librarian who has a

basic education. The activity of the library

management is required a wide range of skilled

personnel in the field. Employee training has been

used as an important means to maintain the

effectiveness of the organization (Chang et al.,

2015). According to a survey administered by the

Association for Training and Development (ASTD,

2011) to be able to see a librarian professionalism

we can see through the implementation of library

activities carried out by a librarian.

Conceptually, the success or failure of the

implementation of an organization, it is strongly

influenced by the leadership and human resources

duties and service functions (Romadhona, Wati, et al.

2022). Strategies in leadership also needs to be

improved to improve the performance of an employee

or a librarian to the agency. So it can be seen that a

very influential leader in improving the performance

of employees, leaders must be able to bring an

organization and human resources for better

(Musdalipa, 2017), Employee performance quality

and quantity of work performed an employee in a

particular organization. The excellent performance is

the optimal performance, the performance of

appropriate standards organization and support the

achievement of organizational goals (Ramadhani,

Andini, D., Setya, Y., Harisanty, D. and Anugrah, E.

Managerial Role in Improving Employee Performance in STIESIA Library.

DOI: 10.5220/0008667100002300

Paper published under CC license (CC BY-NC-ND 4.0)

In Proceedings of the 3rd International Conference on Record and Library: Local Knowledge, Past, Present, and Future (ICRL 2018), pages 38-42

ISBN: 978-989-758-712-2

2016). So, it will create a good and satisfactory

performance .

In terms of service, that the performance of human

resources in the Library. STIESIA Librarian already

been maximized in each field. Because STIESIA

using shift system, which means no less in terms of

human resources. So, until the evening, especially in

the service of the 1st floor, a permanent employee on

standby and ready to serve users. Then it can be

underlined that the performance of librarians in

STIESIA can optimally because the librarians always

rolling using shift system, so it is not growing

saturation of employees at work. In addition, in the

case of HR that’s enough, because there are already

able to implement a system of shifts each day.

But behind the above advantages, there are some

deficiencies found in the author's performance in

STIESIA librarian. One of them, when the library was

crowded, especially now in the services at the handle

by a librarian. Librarian looks less effective in serving

visitors, because in one room or one service only

handles one librarian, while demand from visitors are

unpredictable and vary. Therefore, according to the

authors performed better frequent mobile to services

or to the room, for services in the library can be more

optimally again (Sunyowati et al. 2022).

In activities that improve the performance of

librarians can be seen that the role managerial has an

important role. Managerial role is a major milestone

in taking new decisions to support the activities and

face constraints that exist in the working professional

librarians (Subagyono et al. 2022). Every leader or the

head of an organization must have a good managerial

capability so that employees have the support for

performance. A good leader is a leader who can take

decisions without a risk to its employees for

sustainability (Romadhona, Subagyono, et al. 2022).

2 LITERATURE REVIEW

Neneng Komariah et al (2016) conducted a study

related to "Emotional Branding as a Library Service

Quality Development Efforts to Increase Use of

Library" (Neneng, 2016). In the study, explained

Neneng, associated with emotional branding, which

means creating a feel of emotional between Librarian

and user. In this case, the strategy used e.g. user first

librarian greeting, greet user by name, notify the latest

information, creating the impression is ready to help

and others. It is expected that with this, the good

performance of employees very needed to realize the

strategy that has been made. So, the quality of service

in a library will also increase.

Andry Verozika (2018) conduct research related

to "Influence Perception of Justice Remuneration and

Motivation Against Public Service Employee

Performance with Job Satisfaction As an intervening

variable" (Verozika, 2018). This study showed that

perceptions of fairness of remuneration has a

significant influence on employee performance.

Perceptions of fairness remuneration significant effect

on job satisfaction, motivation of public services has a

significant influence on the performance of public

services and have an influence on job satisfaction and

perceptions of fairness remuneration final and public

service motivation has a positive influence on

employee performance mediated by job satisfaction

(Romadhona 2020).

Setiyoningsih (2011) "Effect of Motivation,

Ability and Satisfaction with Employee Performance

against Compensation as Moderator Variable". The

results of this study, indicating that motivation

affects the performance of employees, the ability to

affect the work performance of employees,

employee performance effect on satisfaction

(Setiyoningsih, 2011).

Karina Octavia Muaja et al (2017) conduct

research related to "Effect of Employment and Work

Experience on Employee Performance at PT. Bank

Branches Go Manado North Sulawesi" (Octavia,

2017). In research such, discusses some of the

factors that affect the performance of employees,

including the experience as a step to carry out the

frequency and types of tasks according to their

abilities and the placement of an effort to create the

effectiveness of the work efficiency of employees in

order to produce human resources for the Man that is

optimal for the company so that it can achieve the

goal company (Romadhona 2022). The purpose of

this study was to determine whether a work

placement affects the performance of employees at

PT Bank Branches Go Manado North Sulawesi

(Hernoko et al. 2022).

3 RESEARCH METHOD

This research method using a case study with a

qualitative approach. According Moleong (2014) is a

qualitative research is a research procedure that uses

descriptive data in the form of words written or

spoken of people and observed behaviour. With a

sampling technique through interviews and

observations (Moleong, 2014). The study was

conducted in the Library of the College of

Economics Indonesia Surabaya. Located at Jl.

Menur Pumpungan No.30, Menur Pumpungan,

Managerial Role in Improving Employee Performance in STIESIA Library

Sukolilo, Surabaya, East Java 60118. Library of the

College of Economics Indonesia Surabaya have one

chief librarian and 19 employees. The object of this

study is the Librarian and Head of the Library in the

Library of the School of Economics Surabaya. In a

study of this observation method, the authors

observe how the performance of an employee or a

librarian there for airport visitors. When observation,

the authors collected a lot of information related to

the performance of librarians and some of the

problems that arise there. As well as conducting

interviews with 1 head librarian and librarian staff

employee. College of Economics Indonesia

Surabaya is now appropriate to the needs of the

expected librarian in the library service activities.

4 RESULTS AND DISCUSSION

Motive are things that someone thought, or desire

consistently lead to action. To be a professional

librarian with personal excellence, inclusive,

dynamic, and continuous self-development will

require relentless, both with regard to knowledge,

insight, skills and personality of the librarian. In the

chief motive and employees in the Library of the

School of Economics Surabaya can be said to be

good. Because it has a view of the mindset that the

advanced nature of training to have additional

knowledge through training. The role of the head of

the library in supporting libraries can be said to have

been fulfilled but still not optimally used because the

system is still lagging in the college library in

general. With a system of its own products have

more constraints faced by librarians in the activities

of existing services. Constraints sometimes difficult

in handling due requires IT guys to fix the system

errors and may hamper services to the users of the

library itself. In solving the problem did the head of

the library associated with the problems arising from

the performance of employees in a period of limited

yet to head this time, but for the head of the

previously existing problem-solving in the form of

an annual evaluation conducted by the existing

activities with various obstacles so as to prepare a

solution to face the obstacles likely to occur in the

future. In job desk placement in areas of work, Head

of Libraries often use shift system, so that all

employees can and never do the work that may have

never previously obtained. Head of the library to

provide guidance to employees working with the

librarian in training activities in the form of national

and international seminars are assigned directly from

head to librarians elected by the trainees. The

motivation given to the chief librarian by which the

motivation in making paper at the workshop certain.

Head of the library provides monitoring only on

certain days just is not done regularly at the planned

time. In the behaviour of the head librarian for now

only serves as a watchdog of all activities in the

library service.

Nature (traits) are the physical characteristics

and consistent responses to situations or information.

For the characteristic properties’ librarian at the

Library of the College of Economics Indonesia

Surabaya poorly because they happen violations that

cause feelings of discomfort of the user. So that

librarians are less able to master all conditions.

Dissatisfaction perceived by the user may result in

delays in service activities that exist in the library.

Librarians should provide comfort to the user so that

libraries can work as the main point. In the Library

of the School of Economics Indonesia Surabaya

librarians and clerks already support the activities of

the library service. So far in the Library of the

College of Economics Indonesia Surabaya yet have

a complex service. Service owned core services

alone, but if there are students who need help

librarians can help. In 2018 the march began holding

services user education and literacy services but at

the Library School of Economics Indonesia

Surabaya also has not been applied fully to the

service user education and literacy services. Service

user education is only applied to the final student,

while for new students only given as a reference

guide. In the elections conducted job desk at the

head of the School of Economics Library of

Indonesia Surabaya tailored to the needs and

competencies of employees.

The concept of self is the attitudes and values of

a person. For the attitudes and values held by

employees in the library can be said enough, because

the attitude of each employee that there cannot be

equated averaged returned to the individual due to

the nature of each. In adding to the experience At the

head of the School of Economics Library of

Indonesia Surabaya also to provide guidance to the

librarians to participate in seminars, study visits to

other libraries, writing articles and published in the

proceedings in certain events. In the service

activities are also often violations that make the user

less comfortable in the ministry, sometimes due to

employees who do not have experience in servicing

more difficult to socialize for many types of users

that have so often problems arise in circulation

service closer to users than other services. In

activities to improve discipline to each employee,

head of the library High School of Economics

ICRL 2018 - 3rd International Conference on Record and Library

Indonesia Surabaya do not overdo things, only

through informal course, if there is an employee or

librarians who lack discipline. At the head of the

School of Economics Library of Indonesia Surabaya

also improve employee performance and librarians

by providing the motivation to contest librarian

achievement that can enhance creativity in the

activities of librarians serve library users.

Knowledge is information held by a person for a

field and Skills. The ability to perform a task, both

physically and mentally. When viewed from the

educational backgrounds of all employees held at the

Library College of Economics Indonesia, Surabaya

is not the same. In the management of activities

devoted to librarians who are more proficient in

these activities. For additional activities performed

by employees who have similar educational

background in high school. For recruitment priority

for undergraduate Library but does not close the

possibility of receiving other graduates by providing

personal guidance to prospective employees

received. The existence of differences in educational

background there is a head does not discriminate,

with her no distinction can be complementary to

each other and for the shortcomings and advantages

of each employee can be restored on everyone.

Thus, in the division job desk adapted to the

educational background capacities. Placement

division of labour tailored to the specific points,

education, and basic abilities. With a background of

high school may also be considered in the placement

areas of work and comes with independent guidance

that can be adapted to existing job desk. So that no

obstacles that can inhibit the activities of existing

services in Library of the College of Economics

Indonesia Surabaya.

Performance monitoring activities conducted by

the head librarian of the library is done

spontaneously and in an unprecedented time.

Monitoring is done according to the areas of work

and job desk each employee. Monitoring carried out

at this stage whether the systematic work done has a

constraint on some job desk and with the constraints

that can hinder the performance of employees

arising if it already has a solution in anticipating

obstacles that will happen. At the head of the

monitoring activities of libraries prefer the

challenges and solutions needed by each employee.

Benchmarking is an activity organized by the head

of the library that are destined to employees as an

assessment or measurement qualities of each agency

or employee. In this activity, usually the head of the

library conducted a comparative study to the library

more advanced or more advanced in its facilities and

services. By visiting the head librarian hope will be

an evaluation that can be performed by employees to

further improve the performance and capabilities in

their respective fields. Head of the library is also

active in facilitating or support for employees active

in the growing participation of publications to

enhance the creativity of its employees. Facilities

provided include writing scientific papers, seminars,

participation librarians' achievements and attend

international conferences that have integrity. In this

activity, the head of the library more likely on the

assignment of each employee. Assignment is done in

accordance with jobs desk carried by these

employees. In this activity could add new insight to

employees and can be used as a guideline to face

obstacles that will arise and can hinder the

performance of employees. Staffing job desk

election conducted in the head in Library College of

Economics Indonesia Surabaya tailored to the needs

and competencies of employees. In the management

of activities devoted to librarians who are more

proficient in these activities. For assistance or

additional activities performed by employees who

have similar educational background in high school.

For recruitment priority for undergraduate Library

but does not close the possibility of receiving other

graduates by providing personal guidance to

prospective employees received. The existence of

differences in educational background there is a

head does not discriminate, with her no distinction

can be complementary to each other and for the

shortcomings and advantages of each employee can

be restored on everyone.

5 CONCLUSIONS

Improving managerial capacity conducted in

STIESIA Library (College of Economics Indonesia

Surabaya) applicative indication to bring changes

and significant progress on the leadership at the

agency. It can be known by its ability to apply the

managerial principles; it is precisely the employees

feel motivated to improve performance. Factually

and substantially on improving managerial

leadership at the agency showed indications as

follows: (a.) In order to improve managerial

capabilities in the Libraries STIESIA (College of

Economics Indonesia Surabaya) conducted through

employee development by providing an opportunity

to promote formal, indicates quite successful. (B.) In

terms of staffing, there is still a small portion that is

not in accordance with the competence, yet agencies

continue to do revamping to fruition that which is

Managerial Role in Improving Employee Performance in STIESIA Library

desired. Cumulatively regarding staffing in the

workplace in Library STIESIA (College of

Economics Indonesia Surabaya), including quite well.

(C.) In terms of leadership ability in providing the

opportunity for elements of leadership for education

and training, including work. In the last two years in

the Library STIESIA (College of Economics

Indonesia Surabaya) has assigned several employees

to participate in various types of education and

training, it can finish well. (D.) In the case of working

facilities, including adequate, because a large part of

employee expectations are met, nevertheless need

additional or increased labour facility means

development technology continues to increase, as the

facility working tools, working completeness facilities

and social amenities rated no small part that needs to

be upgraded. (E.) In the case of surveillance

conducted in the Library STIESIA (College of

Economics Indonesia Surabaya) has encouraged

better employee performance. Because based on the

behaviour and exemplary leadership in exercising its

functions so employees feel shy and led to a passion

for improving performance.) In the case of

surveillance conducted in the Library STIESIA

(College of Economics Indonesia Surabaya) has

encouraged better employee performance. Because

based on the behaviour and exemplary leadership in

exercising its functions so employees feel shy and led

to a passion for improving performance.) In the case

of surveillance conducted in the Library STIESIA

(College of Economics Indonesia Surabaya) has

encouraged better employee performance. Because

based on the behaviour and exemplary leadership in

exercising its functions so employees feel shy, and led

to a passion for improving performance.

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