Benefits and Service Administration

From library and information specialists’ point of view, monetary compensation is an essential component in recruitment and retention process; but benefits are equally important and can often be the deciding factor in whether an individual accepts an offer or even stays. Switzer (2004) concludes that as the competition increases for library employees with the skills and knowledge that most academic libraries need, many libraries rely on their benefit packages to give them the leading edge. It is pertinent therefore that present day human resource specialists are well informed about the various benefits available so that they can adequately manage recruitment and employment. Academic institution typically offer a wide range of benefits to their employees; and as university employees, academic librarians are afforded the same institutional benefits as other university employee. These include retirement plans, medical care, sick and annual leave, sabbatical leave, study leave, maternity leave, child care, pension benefit, sponsorship to conferences and workshops, leave bonuses, on campus accommodation, and so on, which are referred to as university supported benefits. Libraries, in addition to these can also make some benefits available to its employees. The onus is on the human resource specialist who must be aware of benefits offered by other libraries to ensure that his library is not left behind. Some library supported benefits have monetary value while some have no financial impact. (Odunlade, R. O. 2012)

Click this link for slideshare on Driving Employee Motivation through Compensation and Benefits 

http://www.slideshare.net/tantia90/compensation-benefit-presentation-final