Analisis kebutuhan pelatihan tenaga perpustakaan di institut pertanian bogor

One of the effort to improve the competence of employess is to send them in various trainings, but what often happens is the objectives of the trainings are not well targeted, either for the employees or for achieving the purpose of the institusion. Institutions should have the design of the trainings program according to the needs of the staff because training for staff requires substantial funds and time management. Training that is well targeted, in this case for the library staff, will have an impact on waste of time and cost, which should have been avoided. And as in fact, some of the library staffs have attended various trainings, both inside or outside of IPB, but have not been identified, whether the trainings has been obtained according to the needs of the library staff. Through training, the gap between the work skilss possessed by the the library staff and the expected work ability, can be overcome. The purpose of this study is to analyze the work ability by the job title versus performance of work ability; to analyze the job performance gaps by positition versus performance of work ability; and designing the trainings program that suits to the needs of the libarary staff at IPB. Training Needs Assessment (TNA) is an effective method to use for analyzing the training needs for the library staff. The study is conducted using a quantitative approach through surveys and interviews. The census method are used in the determination of respondents. The Training Need Analysis Methode starting to used to assess the work ability by the job title versus performance of work ability of library staff, using questionnaires that adopted and modified from the Indonesian National Work Competency Standards for the library field, the year 2012. The skill gap among the library staff is analyzed by comparing the point of the work ability by the job title to the point of performance of work ability. If the point of the skill gap is bigger than 1, it means there is a workability gap that indicating the need for training. The results of this study indicate that the performance of work ability of librarians in IPB, either general, the core and special competence are below the standard level. Therefore all competencies require trainings, but not in urgent.There are ten training prioriteis to increase the competence of librarians in IPB, namely: (1) scientific paper writing; (2) designing the work plan and library work report; (3) information literation; (4) library field study; (5) tracing complex information; (6) spatial and the furniture in the library; (7) library materials maintenance; (8) internet networks for library services; (9) procurement for library material; (10) subject record. for the service officers, the training needs to be focused on improving the competence of circulation services. Effective training methods of training for library staff are In House Training (IHT), technical and applicative training