2018 year

Library specialists of the Novoanninsky district took part in the seminar “Libraries of the MKUK“ NMB ”: the relevance of optimization and transformation of library activities”. Within the framework of the seminar, issues of organization and ways of further development of regional libraries within the library system were considered, the results of the work of libraries in 2017 were summed up, their achievements and problems were noted.

The seminar participants received informative consultations on organizing work to celebrate the 90th anniversary of the district, promoting books and reading among various groups of users, implementing the Federal Law of October 29, 2010 "On protecting children from information that is harmful to their health and development." For the effectiveness of the seminar for library specialists, an exhibition "Library guidelines" was arranged, which presents legislative documents in the field of librarianship, as well as professional periodicals. In conclusion, each participant of the seminar received a package of teaching materials.

2017 year

Professional meetings

Once again, librarians gathered in the reading room of the intersettlement library to participate in seminar "Library: new opportunities and new quality. Working with certain categories of users ". The program of the seminar: consultations, professional messages, exchange of experience on such issues as creating an accessible environment and organizing services for various groups of users, forms of library services for socially unprotected categories of readers, modern approaches to attracting children of primary school age to reading, electronic services as one of the forms of service for remote users. Colleagues took an active part in the seminar, exchanged experience on the topic of the classes. In conclusion, the participants answered the questions of the mini-questionnaire "How do you like our seminar?"

2016 year

Creative laboratory "In search of the new"

On the basis of the Bocharovskaya library, a creative laboratory was held for fellow librarians of MKUK "NMB". Its theme is "Library and Youth: In Search of New Ideas". The starting point for starting a creative laboratory was a virtual tour of the Bocharovsk library. The participants got acquainted with book exhibitions, creative works of library readers. Chief librarian, T.A. Bigileva noted that her library is not only a collection of books, but also an educational institution, a place of communication, spending leisure time among young people. Tatyana Aleksandrovna presented the forms of work with youth, which she actively uses in her work: a literary kaleidoscope, interactive games, a shock lesson, bibliography, etc. The story was accompanied by an electronic presentation "Life with the Library".

A professional tribune "Libraries for Youth" was organized for colleagues, within the framework of which an exchange of experience took place in the Durnovskaya, Popovskaya (Berezovsky rural settlement), Polevoy, Cherkessovskaya, Galushkinskaya, Deminskaya, Krasnokorotkovskaya libraries.

The final event was a fragment of the library quest "Book Feelings" among the participants of the laboratory. The competitors passed the stations, each of which is connected with the human senses. Getting to the station "Vision", the players correlated the portraits of the authors of the books with illustrations to literary works, the participants could check their auditory perception by guessing literary images from the description by ear; with heroes of literary works.

In conclusion, the colleagues expressed gratitude to the organizers and participants of the laboratory and wished not to abandon this form of professional study in the future.

Workshop "Library - the territory of a healthy lifestyle"

Librarians of MKUK "NMB" once again gathered in the intersettlement library to take part in the workshop "Library - the territory of a healthy lifestyle". The topic of the seminar was not chosen by chance, because it is young people and adolescents who are most susceptible to the negative influence of the environment and society. And the library also bears its share of responsibility for promoting a healthy lifestyle and preventing asocial phenomena in society.

The audience was greeted by the head of the department of innovative and methodological activities Biryukova S.M. technologies.

During the seminar, an exchange of advanced experience in the work of the district libraries, which are actively working to promote a healthy lifestyle, and prevent asocial phenomena, took place. Colleagues from the family reading library, the central children's library, Berezovskaya, Staroanninskaya, Popovskaya (Trostyanskoe rural settlement) libraries spoke about their work.

Deputy director for work with children OO Yarovaya held a fragment of the literary and sports festival "Be healthy without doctors" with the participants of the seminar.

Librarians did morning exercises, set up a daily routine, took part in an impromptu fishing trip, and solved riddles.

The seminar program was completed by the informational review "The topic of a healthy lifestyle in Russian literature." Methodist Z.I. Lavrentieva presented the work of such famous authors as: A.S. Pushkin, S. Yesenin, M. Bulgakov, V. Vysotsky, Ch. Aitmatov and others.

The participants expressed their gratitude to the organizers of the seminar, about which they left an entry in the guestbook.

Professional meetings

Regional library specialists took part in the seminar-meeting "Results of the work of Novoanninsky district libraries in 2016".

Director of MKUK "NMB" Vlasova L.V. addressed the participants with welcoming words. Happy birthday greetings were made to the chief librarian of the Trostyan library Mordvintseva A.V., a new employee of the Krasnokorotkovsk library, T.N. Lomteva, was introduced to the team.

The business part of the meeting contained an information and analytical review "The work of the libraries of MKUK" NMB "in 2015". Head of the innovation and methodological department S.M. Biryukova analyzed the activities of the libraries of the system, noted the positive and negative aspects in the work of libraries.

A detailed analysis of the mass work with children was prepared by Yarovaya O.O. deputy director for work with children.

Particular attention of librarians was drawn to the consultation "The procedure for filling out reporting forms and the procedure for submitting statistical reports" in connection with the new changes in the quarterly reporting forms and 6-NK forms. Methodist, Z.I. Lavrentieva demonstrated the filling of reporting forms with specific examples.

In conclusion, all participants of the seminar received a package with teaching materials.

2015 year

Seminar Library Planning: Experience and Search

"Planning in the Library: Experience and Research" was the title of the seminar for the district librarians. The theoretical part of the seminar was composed of messages: "Planning and reporting in the library", prepared by the methodologist Z.I. Lavrentieva, "Library Collections and Catalogs" Head of the Processing and Acquisition Department L.N. Boldyreva, "Promotion of library resources and services through the Internet site" Head of the automation and information technology sector N.V. Vlasova.

In the practical part, a presentation of a collection of creative ideas from the central children's library took place. Yarovaya O.O. The deputy director for work with children suggested to colleagues the forms and names of events for the anniversaries of children's writers, books of the anniversary, as well as events of local history, environmental, historical orientation.

To the attention of the seminar participants, the head of the department of innovative and methodological activities S.M. Biryukova presented an informational overview of professional magazines and teaching materials "Profi-press".

In conclusion, the colleagues received a package of teaching materials that they will use in the work of their libraries.

A solemn ceremony of presenting letters of thanks from the Volgograd Regional Duma to the employees of the intersettlement library took place in the intersettlement library.

The award was presented to T.P. Tikhonova. the chief librarian of the reading room and Petranchak O.I. chief librarian of the branch of the intersettlement library, assistant to the deputy of the Volgograd Regional Duma A.P. Shabunin

The team warmly congratulated their colleagues on the well-deserved award.

03 September 2015 Chief Librarian of the Novoselsk Library

Drobysheva Nina Vladimirovna celebrates her anniversary.

"Library Local Lore - Territory of Great Opportunities"

Under this name, a creative laboratory for specialists from city libraries, rural librarians was held in the intersettlement library. This topic was not taken by chance, because local history has always been and remains one of the most important areas of library activity.

The working program of the laboratory included: consultation "Library local history: forms of positioning local history literature", a platform for the exchange of experience "Skill and Search", where the main librarians of Durnovskaya, Staroanninskaya, Deminskaya, Filonovskaya, Martynovskaya, Bolysh-Golovskaya libraries actively, creatively presented their activities, exchanged experience on the introduction of innovative forms of work in this direction.

The literary meeting with local poets and writers "Traveling on the literary map of the Novoanninsky region", to which all participants of the creative laboratory were invited, received positive feedback from colleagues.

Summing up the results of the laboratory's work, colleagues noted the variety of forms of local history activity, their bright non-standard content, the use of rich local history material, the unification of the creative potential of libraries with clubs, educational institutions and other organizations.

Seminar "The Role of the Modern Library
in the civil-patriotic education of the individual "

The intersettlement library hosted a seminar "The role of the modern library in civil-patriotic education of the individual", which was attended by librarians of urban and rural municipal libraries of the Novoanninsky region.

The working program of the seminar included consultations on defining the role of books and reading in the system of civil-patriotic education of the individual, effective forms of library work with children and adolescents.

The exchange of experience “Let's Preserve the Heroic History of the Heroic People” was creatively held, where the participants' speeches were accompanied by the demonstration of presentations, thematic folders, photo albums.

Many participants of the seminar were interested in the review of materials published by the regional library for youth: a review of the literature "Children of the Void", which reveals the topic of homeless children in contemporary Russian prose; certain life barriers, people in difficult life situations.

The review "The main heroes of the same age" is compiled from the pages of books by contemporary authors about today's youth and others.

The participants of the seminar noted the need for libraries to work on civic and patriotic education of the younger generation, especially in the light of recent events in the world, on the need to form civic consciousness and patriotism based on studying the history of the native land, through fiction, and using interactive forms of mass events.

year 2014

Ah, anniversary, anniversary!

October 28, 2014 Methodist of the Intersettlement Library

Lyudmila Valentinovna Rebrinacelebrates its anniversary.

Workers

Library and youth: problems, forms of work

Under this name, a seminar of librarians was held, which was attended by librarians of city and rural libraries of the region, as well as a librarian of the Novo Anna Agricultural College. The seminar was opened by the director of MKUK "NMB" LV Vlasova, highlighting organizational issues, outlined the tasks and directions of activities of institutions for the coming period.

The topic of the interactive organization of the library space for youth was consecrated by the head of the department of innovative and methodological activities, Biryukova S.M., drawing the attention of the audience to the need to improve the forms and methods of attracting young people to reading, to use interactive, presentation, multimedia, mobile forms in their work, emphasizing the expediency of using traditional and innovative forms of mass work, such as library Non Stop, art therapy, bookcrossing, flash mob, youth library, quest and others.

The chief librarian of the Novoselsk library NV Drobysheva shared her experience of work in this direction, conducting an epistolary labyrinth "I am writing to you ..." to the 215th anniversary of the birth of A.S. Pushkin with the participants of the seminar. To pass the labyrinth required knowledge of the works of A.S. Pushkin, especially those parts of the works that contained the correspondence of the main characters. The holding of such events clearly demonstrated the need for the organizers and participants to deeply read the works, and also contributed to the development of the horizons of its participants and the fostering of love and respect for the Russian classics.

The topic of promoting books and reading among young people was continued by the bibliographer of MKUK "NMB" ZI Lavrentieva, highlighting the important aspect "Through reading to the development of personality", noting reading, and also recommended books by the most interesting and popular authors.

On May 14, within the framework of the School of Library Skills "Confident Librarian" on the basis of the Panfilov Library, a workshop "Towards books and reading through leisure and communication" was held. A workshop is an intensive learning event where professionals share their opinions and experiences with each other on a specific topic. The workshop was opened by the director of MKUK "NMB" LV Vlasova, who noted the need to fill the leisure of the population through the organization of clubs and amateur associations in the library. Participants, librarians of AMO, Novokievsk, Poltava, Novoselskaya libraries, were offered a consultation "Amateur associations: from idea to implementation", an exchange of experience on organizing clubs and circles in the library took place.

Chief librarian of the Panfilov library L.I. prepared a presentation on the activities of the Zabava puppet theater and the Zernyshko children's club, told about the creation of these associations, about the events held, about the difficulties that she encountered in organizing. It is worth noting the high organization of work in these associations, the creative activity of the librarian, Vasilyeva L.I., participants-children, parents.

The Khutoryanka club is successfully functioning in the Novokievsk library. The chief librarian N.I. Maslieva spoke about his activities. Members of the club, elderly people, find communication here, get acquainted with new literature, with current articles from periodicals. The "Healthy Lifestyle" newspaper is especially popular.

The workshop, as a form of advanced training for librarians, was used in our work for the first time and received a positive feedback from colleagues.

Ah, anniversary, anniversary!

March 17, 2013 head of the department of innovative and methodological activities
Svetlana Matveevna Biryukovacelebrates its anniversary.

Workers
MKUK "Novoanninskaya intersettlement library"

heartily congratulate a colleague.

Business games in the library

Orenburg

Orenburg

2008
T

State cultural institution
Regional universal scientific library named after N.K. Krupskaya

Scientific - methodical department

Business games in the library

Collection of teaching materials

Orenburg

Compiled by A. Utevalieva, chief librarian of the scientific and methodological department
Editor Kamskova T.A., head of the editorial and publishing department
Responsible for the release Kuchapina L.L., Deputy Director for Research
Business games in the library: a collection of teaching materials / Regional universal scientific library named after N.K. Krupskaya; CME; Compiled by A.A. Utevalieva. - Orenburg, 2008 .-- 54 p.

Dear colleagues!
The materials of the collection "Business Games in the Library" brought to your attention are published in the series "Our Profession", published by the NMO OUNB im. N.K. Krupskaya.

The purpose of the collection is to activate, apply innovative technologies in the system of lifelong education, and help librarians overcome psychological barriers in the course of professional development.

The collection contains a set of trainings, educational and modeling games, which are the author's developments of the leading Russian librarians E.R. Sukiasyan and N.V. Zbarovskaya, as well as materials tested by library specialists in the US advanced training systems.

We hope that the materials of the collection will help in improving the professional skills of librarians.

NMO OUNB them. N.K. Krupskaya

^ Business games as a form of effective training for librarians

Changes in the socio-cultural environment, principles of organizing the activities of libraries determine new requirements for library personnel. Undoubtedly, outdated professional knowledge is holding back the modernization of municipal and rural libraries. Therefore, the availability of opportunities for updating the professional knowledge and skills of library specialists is an important factor in the successful development of libraries and their satisfaction of the needs of society in information and knowledge.

In the context of limited budgetary funding for additional education of librarians and the inaccessibility of sources of professional information for rural librarians, it is especially important to choose the forms of training that allow them to effectively and quickly master the necessary knowledge and skills. At the same time, it is necessary not only to constantly update knowledge, but also to develop new approaches that affect the change in the way of thinking.

To solve these problems, traditional forms of education (lectures, discussions, even seminars) are mostly insufficiently effective. Therefore, one of the forms of training specialists is dynamic forms such as business games.

Researchers have found that no more than 20% of the information is assimilated during lecture presentation of the material, while in business games about 90%. The fundamental difference between business games and traditional teaching methods is that during training, the members of the group themselves "obtain" knowledge, activating the participation of everyone, and with traditional training, ready-made knowledge is transferred.

The essence of business games lies in working out real problems and making decisions related to them on the example of given situations. The main feature of the business game is that the proposed tasks do not have correct ready-made solutions. Variants are worked out and considered directly during the game, the course of which cannot be predicted. When conducting business games, training is carried out according to the principle of "problem - solution", and not on the principle of "question and answer".

Various researchers put forward their own types of classification of business games. N.V. Zbarovskaya, a lecturer at SPbGUKI, classifies the following types of business games: training games, role-playing games, modeling games, organizational and activity games.

According to this classification, training games are aimed at developing the skills and abilities of systematizing information.

Role-playing games involve assigning roles, processing information and preparing material in accordance with the proposed role.

Simulation games - games containing elements of modeling activities or objects. They allow you to organically combine the methods of working with information and the specific professional activity of the library.

The author of the textbook "Business games: development, organization, holding" V.Ya. Platov gives his typology of business games, where, in addition to role-playing, imitation, organizational-activity games, he pays great attention to the method of analysis of specific situations (MAKS).

When using the method of analysis of specific situations, the trainee is presented with a situation associated with a certain moment of the functioning of a particular organization, enterprise. The task of the trainees is to collectively make a managerial decision in this situation. The peculiarity of the method and its difference from role-playing and imitation games is the absence of roles (below are examples of games related to MAKS, tested in the libraries of Russia and the USA).

^ Stages of business games

In the structure of business games, several stages are usually provided: a preparatory stage, an introductory part, work in groups (the business game itself), analysis of the results, and summing up.

^ Preparatory stage ... Diagnostics of the state of the game object is carried out, problems and pain points are identified, the strategy of the game is determined, its preliminary structure is formed, the composition of the groups is thought out taking into account the various approaches of the players to the problem under consideration, handouts are prepared, and criteria for the game are developed.

^ Introductory part... It provides for the orientation of the team to the goals and objectives of the game, psychological preparation of the participants, mobilization of their creative and intellectual potential. Teams receive pre-prepared materials. If the game is divided into several stages and its implementation requires a preliminary study of literary sources and legal documentation, then the participants can be offered a lecture, consultation, literature review, homework formulated.

^ Working in groups ... Each group works in isolation, entering into business contact with other groups or performers only when there is a functional play need. Participants in each team put forward suggestions for solving the problem.

In the course of analyzing the results and summing up the results of the business game, it is advisable to correctly explain the reasons for the problems that arose during the game, note the shortcomings in the teams' projects, inform that all projects will be finalized and taken as a basis, explain to the participants that the results will not lead to administrative and organizational conclusions, as they reveal a problem situation and outline ways to resolve it.
^ Situational analysis or case study method:

experience of Russian libraries

The analysis of specific situations allows in the learning environment to refer to a specific experience in order to understand it. The main task is to help the participants correlate their experience with the proposed approaches and models, to discuss them in the course of group work, to independently develop guidelines and methods of action in real situations.

Situational analysis as a teaching method has shown its viability and high efficiency. This is evidenced by the experience of organizing a training seminar in the Republic of Karelia, conducted under the guidance of a well-known librarian E.R. Sukiasyan in 2002.

The teaching model using this method is interpreted by the author as follows: the situation is set and 3 - 4 options for its development are proposed for analysis, depending on the decision made by the head, and none of them should be clearly far-fetched, artificial.
Situational analysis method when conducting a training seminar

in libraries of the Republic of Karelia

The general structure of the training seminar program consisted of five blocks:

Preliminary or introductory;

Three blocks directly related to the analysis of situations:

Situations of selection, hiring, dismissal, placement of personnel,

Situations related to professional development,

Situations of operational personnel management;

Final, or final.

Below are the variants of situations for analysis proposed by E.R. Sukiasyan for librarians of the Republic of Karelia. (For an analysis of specific situations and conclusions on the training seminar, see the journal "Scientific and Technical Libraries". - 2002. - №11. - pp. 25-45).

^ Situations of selection, admission, dismissal, placement of personnel.
I. You need to hire a librarian. Give your opinion, who would you prefer (all other things being equal):

1) an employee with special (library) education;

2) an employee with experience in the library:

3) an educated and well-read person;

II. You are developing a computer economy in your library (or just starting to automate). You need to entrust the leadership of this direction to a certain person. What decision will you make:

1) I will entrust this direction to my deputy, a professional librarian;

2) I will hire a new employee with a suitable education (mathematician, programmer, engineer);

3) I will organize an automation department in the structure, I will appoint an experienced professional librarian with work experience in our library as a manager;

4) I will make the same decision, but I will appoint an employee with a suitable education (mathematician, programmer, engineer) as a manager.

III. You need to fill an unexpectedly formed vacancy of the head of the department. You have three candidates, all of them are good in some way. You will have to make a choice:

1) this department has a deputy head, work experience in this capacity for more than ten years. Pros: knows work and people. Cons: complete lack of initiative - as they have worked, and will continue to work. And how I would like "perestroika" ..;

2) there is a suitable candidate in another department of the library. Pros: good education, youth, initiative, desire and - what is important - leadership skills. Cons: many employees who have been working for a long time and are waiting for their "turn" to advance will be offended;

3) an employee from another library has long wanted to join our team. Pros: good education, work experience, desire to take responsibility. Cons: it's hard to say - we don't know him at all. Only one thing is clear: there, at home, something does not work out, does not want to stay there ...

IV. The graduate brandishes a diploma and demands that the ETC be upgraded immediately. Your actions:

1) I promise to figure it out; I do not take any action, since the wage fund is exhausted;

2) I accept the corresponding application and agree to the promotion;

3) I ask the head of the department to prepare a job description with the appropriate changes and additions, after its approval, I agree to the promotion.

V. The employee has completed the courses, shows the certificate received for them (certificate, certificate) and requires him to increase the ETC category. Your actions:

1) I refuse without explaining the reasons (it is enough that during the period of study, part of the team took on his duties, worked for him);

2) I promise to meet halfway as soon as possible, although I see no prospects;

3) I explain that the completion of the courses and the receipt of this document does not give any special rights. Future will tell;

4) I invite the employee to demonstrate in practice the effectiveness of the knowledge gained: draw up a project, prepare an event, develop documentation. I am moving away from a direct answer to the question: “ And then?" - considering it superfluous. The increase in the category is carried out as a reward, if the acquired knowledge is applied in practice.

Vi. M.P. (experienced, respected employee in the team, professional, head of the department). MP: “My husband was invited to another city, in a month or a month and a half - to leave. I ask you to dismiss me as soon as possible, in a few days, we need to get ready.” Your reaction:

1) dear M.P., congratulations! Will they give you a place to live? We will do everything. But promise that you will come on a cleaning day, we’ll sit, remember how we worked with you, tell you good words on the way;

2) wow, somehow unexpectedly. I did not expect from you how many years they worked, I hoped so much for you. It won't work in a few days. Two weeks according to the law will have to work ..;

3) it will not work out for you, M.P., what are you up to! You won't leave quickly! A month or even a month and a half to work! I will also think about how to hand over your business and to whom. How can that be? Suddenly come without warning ... Here's what: let your husband go, and you and your children will go to him later. You will work for now. You didn't prepare the replacement yourself!

Vii. An experienced personnel worker over 65 years old, the head of the department, brings a letter of resignation. My health condition allows me to work. The replacement is prepared. Your actions:

1) someday it had to happen: you can't work forever! I sign the application. I invite you to come;

2) I conduct a leisurely conversation, trying to understand what prompted the decision to leave (possible motives and arguments: deteriorating health, the need to care for loved ones at home, the desire to "rejuvenate" the state and open the way for young people, an unpleasant conversation in the department). I agree with the request. I invite an employee who receives the department, I ask you to assemble a team. I present the new leader in the presence of the outgoing one. I ask you to say parting words;

3) I ask the veteran to agree to temporary work (options: with a shorter working day, on a contract basis, using new employees for training, with instructions to revise the documentation, take part in the development of the plan and drawing up a report, etc.).

VIII. A young employee with a secondary education (work experience - almost a year) leaves the library in connection with admission to a university. Your actions:

1) I sign the statement with sadness: young personnel are leaving. Please don't forget;

2) I try to dissuade from dismissal, I convince that it is possible and necessary to study without leaving the library staff. I'll try to talk to my parents;

3) whoever decided to leave will leave, but the team will have to be sorted out: you need to know about the plans of young people and work on vocational guidance and professional adaptation, to consolidate young people. If work and people are to their liking, a person will not leave for daytime ...

^ Situations related to professional development

I. In the mail sent to your name, you found an invitation to study in Moscow: the term is two weeks, travel expenses are paid). Your actions:

1) without a doubt: food. Teaching your deputies or ordinary employees is dangerous - they should not be smarter than their boss. Doesn't it follow from this that you first need to go to study for the leader?

2) you need to find out what kind of courses (the invitation does not say about this, but there is a phone number). And then decide who to send;

3) in the library it is already bad with people, but here you will have to lose an employee for 14-15 days. The effect of any courses is highly doubtful ... Refuse;

4) great! We have been looking for money for a business trip to Moscow for a long time - we need to bring the ordered equipment and the books that have been set aside. Our automator will go to the "courses": for the sake of appearance, he will sit for a couple of days, but he will do the job.

II. The bibliographer applied for a computer course. The course program is attached: text and graphic editors, spreadsheets, financial transactions on the Internet (electronic payments, bank cards). She says that in this way she will better master the Internet (the library is connected). Money is not God knows what, but it is not small either ... Your actions:

1) I sign the application, I suggest looking for sponsors;

2) I understand that a transfer to work in another organization with preliminary training at the expense of the library is being prepared in a hidden form. I suggest that the employee first contact a lawyer in order to switch to the contract system, having stipulated in the employment contract the responsibility for dismissal of his own free will (indicating the period);

III. You or your employees have returned from a business trip abroad or within Russia (participated in a meeting, conference, made a presentation):

1) this is a good reason to gather the whole team for a report and a detailed story about what was, what the program was, how the report was received by the audience. It is necessary to show everyone the materials brought;

2) topics are different and not everyone always needs to know everything. Those persons, whom I will appoint, are gathering, we will hear the formal report in a narrow format;

3) I do not see any reason to report to the team at all, the report will be sent “upward”: there will be less talk about “some work, others go”.

IV. A part-time student of the library faculty returned from the next examination session:

1) you need to ask if you have passed everything: the main thing is to get a diploma;

2) the head of the department in which she works must be aware of her affairs;

3) students report to the directorate; topics of essays, term papers, theses are necessarily offered by the library. Otherwise, what's the point in studying ?;

4) in order to increase the responsibility and information of the team, it is useful to give the opportunity to speak in front of everyone, to tell what the teachers said new;

5) suggest your version.

V. The issue of the system of professional development of employees is being discussed. You must give your opinion:

1) there must be a tough plan, everyone must improve their qualifications at least once every 3-4 years. Study can be organized in the library;

2) there may be a plan, but it will always be formal. It is necessary to teach "according to needs" and those who need it;

3) the plan should include only monthly information at the general meeting of the collective. The rest - as it turns out: they call and send, if they want - let's release.

Vi. Your library has a training plan for new employees. However, some of them, under various pretexts ("I have a lot of work experience," I have a library education "), shy away from studying according to this plan).

1) do not want - do not. In work it will affect, then we will force you to study everything you need, independently and outside of working hours;

2) I will call and explain that we have adopted such an order for everyone, without exception;

3) you have to be persistent. I will demand to provide control;

4) I will not lead to a conflict. I will ask the head of the department to acquaint the employee with the content of the plan and to convince him that he does not yet know much related to our library and its traditions and therefore must study.

Vii. In the process of introducing computer technology and mastering new technology, the team split into two groups: some work well on computers, others declare in principle that they will not master computer knowledge. Your actions:

1) by tough volitional actions, the entire team is involved in industrial training;

2) only "progressive employees" are morally and financially stimulated;

3) the question "gets down on the brakes": experience shows that those who were afraid are re-educated very quickly….

The training is suitable for both adults (teachers) and students. The participants of the training get acquainted with the technologies of effective communication, develop skills and abilities - by playing.
A minimum of theory to increase the level of education and competence, a maximum of practical knowledge.

Preparatory stage

Main part

Opening remarks by the trainer: “Hello, dear participants! I think you will agree that the effectiveness of the process of interaction of adults with each other largely depends on their knowledge of the psychology of communication. Today, we will get acquainted with some technologies of effective communication that help to better understand the essence of problematic, controversial or just important issues that arise in your team, and we will also develop the skills and abilities necessary for successful communication. "

Game "Brownian motion"
The host explains the rules: “Now you will move in our room, meeting and moving away from each other. And you will meet tete-a-tete. You will have to, shaking hands, ask your partner just one question: "What do you like most of all from food?" The couple does not part until the time when they find something in common that unites them in tastes. Your task is to meet with a large number of players in 4 minutes. The game will be over in 4 minutes. "

Game timing: 4 minutes

Questions to the participants of the training after the end of the game:

• Did you like the game?
• How did you feel? (joy, surprise, amazement, some excitement ...)
• What has the game taught you?

Resume (moderator together with the training participants). Thanks to this game:

• We learned new things about ourselves and others.
• We stopped running, paid attention to everyone who met us during the game.
• We got a charge of vivacity, good mood, and hence health.
• We learned that the game helps health, establishing contacts between people. And the game also helps to learn techniques of effective interaction, in particular, in a team, and to talk about important issues.

TIRK (technoproject game of developing cooperation)

Target: fostering the ability to accept, value and effectively use a higher level of tolerant interaction between people.

Task: developing tactful dialogue skills and teamwork skills.

Game theme: the subject of discussion can be the most relevant issue for the team. For example, for the teaching staff it may be like this: How to live in peace for teachers and students?

Division into teams: Each participant chooses any (colored) strip of paper. Those who have the same color sit together (in pairs).

Presenter (introductory remarks): We have to work in groups and in order for it to work, let me remind you that:

• Each person should be able to listen to the other, perceive and strive to understand him.
• Mutual understanding, benevolence, tolerance - these qualities are very important, and they should be present in every person, because without mutual understanding and benevolence there can be no friendship, and without tolerance - business relations.

Rules of the game posted in a conspicuous place:

Work progress (stages of the game):

Stage I: Each participant answers a question in writing (the theme of the game).

Moderator: Try to use personal experience, remembering that it is very important for our work - your individual view of this problem.

Timing: 2 minutes (time is strictly limited).

Stage II: Participants need to combine their opinion with the position of another person. Starting point from the Assistant.

Leading: Remember, it is necessary to get one out of two opinions, while each of you enriches his understanding - the point of view on this issue of your neighbor, and a third position is born. Don't forget about the rules of the game!

Timing: 2 minutes (time is strictly limited).

Stage III: Combining the intellectual product of two participants with the common opinion of two neighboring players.

Leading: Difficult, but keep following the rules!

Timing: 2 minutes (time is limited).

Stage IV: Combining the intellectual product of fours. Group product. Speaker selection.

Leading: Finally! We follow the rules! And at the same time, do not forget to choose a speaker: someone who will represent your creative joint product.

Timing: 4 minutes (extended).

Stage V: Speeches by speakers

Timing: 2 minutes for each speaker.

Stage VI: short play-respite "Catch the Rhythm"

Description: following one of the participants, all the members of the group alternately repeat in a circle, clapping their hands, the given rhythm.

VII Stage: the main ideas expressed by the participants of the game are attached to the board. Conclusions.

Game "Six Thinking Hats"

Leading: During the game, we learned the skills of tactful dialogue, used our personal experience to analyze the subject of the conversation, analyzed the issue from different points of view. The more sides of the situation a person analyzes, the more complete information he will receive. That, in turn, will help him find the most successful solution. We are now going to work on a method of teaching how to think effectively called the Six Hats. Six hats are six different ways of thinking.

A list of hats is posted on the board:

Leading:

Now we will split into teams again: six subgroups and distribute the hats. Then we will choose an event in our life and try to “try on” wonderful hats.
For those who "dress" White hat it is important to be able to separate emotions from information. It is useful to write down the information obtained with the help of the White Hat or represent it in the form of a diagram of events:
For those who "dress" Black hat you need to think about what is the worst in this situation, the most unpleasant, that the worst can happen.
For those who "dress" Red hat it is important to be able to experience feelings, to be in the role of an "actor". How did the person feel when everything was happening?
Those who "clothe" Yellow hat they see the world in a "pink" light, they know how to see the good in everything. And what good is that. what happened?
Those who will "clothe" Green hat- "writers", artists, inventors.
You can draw a situation, compose a ditty or a little rhyme about it, reflect it in creative activity. And don't forget about your sense of humor!
Those who will "clothe" Blue hat- "philosophers", they know how to find meaning, learn lessons. What is this for? What does this teach me?
After a short discussion, the “from every hat” presenter presents the group's point of view.
So, we are developing the ability to objectively assess the phenomena of the surrounding world, simulate various situations and make a forecast of their development.

The final stage of the training: reflection

1. Everyone is in a circle.
Leading: Let's take a look at each other. Let's remember each of us, our actions, manifestations in the course of work (the trainer gives the participants the opportunity to think for 2-3 minutes). And now all of us, by throwing this ball to each other, will talk about the unconditional merits and strengths of the person to whom we are throwing the ball. We will be careful that everyone has the ball.

2. Participants sit in a circle and answer questions:

• how did you feel during the training?
• did you have any difficulties? If so, which ones?
• what experience have you gained today?

A business game is an imitation of a real production (managerial or economic) situation. The creation of a simplified model of the workflow allows each participant in real life, but within the framework of certain rules, to play a role, make a decision, perform actions.

Business game method

Business games (ID) are an effective method of hands-on learning and are widely used. They are used as a means of knowledge in management, economics, ecology, medicine and other fields.

MDs have been actively used in the world to study the science of management since the middle of the 20th century. A significant contribution to the development of gaming technologies was made by S.P. Rubinstein, Z. Freud and other scientists.

This method allows you to simulate an object (organization) or simulate a process (decision making, management cycle). Production and economic situations are associated with subordination to higher levels, and organizational and managerial with the leadership of a department, group, employee.

Players can be assigned different goals, for the achievement of which they use knowledge of the basics of sociology, economics, management methods. The results of the game will be related to the degree of achievement of goals and the quality of management.

Classification of business games

CIs can be classified in many ways.

Reflection of reality	Real (practice)	Theoretical (abstract)
Level of difficulty	Small (one task, small team of players)		"Sea Battle", "Auction", "Crossword", "Who Knows More", "Presentation"
Simulation game	Practice imitation. Participants solve the problem together or individually.	"Ethics of a manager", "Gossip in the company", "How to keep an employee from dismissal?", "Blackmail"
Innovative	Aimed at generating new ideas in a non-standard situation.	Self-organization trainings, brainstorming
Strategic	Collective creation of a picture of the future development of the situation.	"Creation of a new product", "Entering new markets"

All of the above technologies and examples of business games are interconnected. It is recommended to use them together for effective practical activities of the participants and the achievement of the assigned tasks.

How to organize the game?

Games are played according to certain rules.

1. The topics of business games are varied, but their conditions should be relevant and close to the life situation, problem. Players may not have the experience to solve it, but they have basic knowledge, imagination, and other abilities.
2. The end result common for the whole team, the achievement of the goal, the worked out solution.
3. There may be several correct solutions. The ability to look for different ways to solve the problem must be included in the condition.
4. Participants choose their own roles and behaviors for the successful solution of the problem. An interesting and rather difficult situational task encourages a creative search and application of knowledge.

Stages of the

1. Preparatory stage. Identifying the problem, choosing a topic and defining tasks. The choice of the type and form of the game, work on the game strategy, preparation of materials.
2. Entering the participants into the game situation. Attraction of interest, goal setting, team building, mobilization of participants.
3. Group or individual work with or without established rules.
4. Conclusions and analysis of the results independently and / or with the assistance of experts.

Conducting a business game can be associated with a large number of stages. During the game, the participants will have to identify the problem, consider and analyze the situation, develop proposals for solving the problem. Discussion of the course of the game and wishes complete the work.

Business game "Production meeting"

In production management, an active business management game is simulated. The example includes the characterization and scenario of the business game "Production meeting". It is carried out at the end of the Management course, when students already have an understanding of the principles of management and the role of the production process.

Game participants:

• employees of the enterprise (7 people). The meeting is attended by the director, the deputy for production, the head of the technical department, the head of the assembly shop, the head of the turning shop, the foreman, the secretary;
• group of experts (10 people).

Locomotive repair or machine-building plant (organization of any profile with an average or small number of personnel). The owners of the enterprise have recently appointed a new director. He was introduced to the staff and managers of the plant. The director will hold an operational meeting for the first time.

Production meeting game plan

Business game scenario
Introductory part	Introduction. Objectives and theme of the game.
Game situation	Familiarization with the situation at the company.
Meeting preparation plan	Role distribution (7 employees and 10 experts)
	the presenter organizes informing the participants of the game with at the meeting. removal of the director for a while to another office "on production" necessity. then the presenter brings to the participants information about the behavior of employees at the meeting (from the characteristics). Those present at the meeting reacted to the new leadership with skepticism and distrust.
Meeting	Director's speech, reaction and questions from bosses.
Discussion and collective discussion of issues.	What will be the director's behavior at the meeting? What can he say or do to build business contacts with employees? What can he take when summing up the results of the first operational meeting?
Summarizing	Conclusions from experts, from the participants in the game. Self-esteem. Did you solve the tasks set, did you achieve the goals?

Role-playing game

Entering a production situation in a specific role is an interesting business game. Examples for students can be very varied. One has only to connect imagination.

1. Role-playing game "Interview". conducts an interview in the form of an interview with an applicant. The vacant position is a sales manager. Before the game, the participants read the biography and characteristics of their hero. After studying the documents (10 minutes), the manager begins the interview. When summing up, it is assessed how the boss conducted the interview and interview, analyzed the information in the documents, and what decision he made. The applicant evaluates the work of the manager.
2. Role-playing game "Conflict client". The game is played in pairs. The head of the department answers the phone call from an angry customer. The client expresses claims about the quality of the goods. It is assessed whether the manager will be able to cope with the conflict situation and build the conversation properly.
3. Role-play "Assessment of the employee's professionalism". The player from the position of a leader evaluates the activities of an employee using information about the effectiveness of the team's work. Based on the data, he fills out an assessment form and prepares for an interview with an employee. Ponders how to build a conversation, what questions to ask. The role of an employee can be a young professional, a woman with two children, a front-line employee, and others. As a result, the way the player formulated the questions is assessed, the main thing is highlighted.

Strategic business game. Examples for students

Strategic game "Knitted Factory" Style ". The management of the knitwear factory plans to expand its sales markets. This requires the production of higher quality and demanded products. In addition, it is planned to launch several new technological lines.

It has long been planned to replace equipment in several workshops. The problem was the lack of financial resources associated with large accounts receivable. What strategy is appropriate in this situation? What can the plant management do? Forecast based on table data. It is recommended to present several indicators of financial and economic activity for three years.

Sample Management Games Topics

	Examples of business games
Group discussion	“Making management decisions. Selection of a candidate for the position of director " "Organizational culture of college students" "The cycle of management in an educational institution"
Role-playing game	"Personnel certification" "How to ask for a raise?" "Telephone negotiations" "Conclusion of a contract"
Emotional activity game	“Ethics of business communication. Love affair at work" "Conflict between heads of departments" "Business conversation. Dismissal of an employee " "To handle the stress"
Simulation game	"Effectiveness of control" "Business plan development" "Business letter" "Preparation of the annual report"

Game method and case method

When planning a business game, it is recommended to combine its different forms. The game can contain cases (situations). The case method differs from the business game method, as it is focused on finding and solving a problem. Examples of business games are associated with the development of skills, the formation of skills.

Thus, a case is a model of a certain situation, and a business game is a model of practical activity.

The business game method makes it possible to present the principles of management and decision-making processes in an accessible way. The main advantage of the games is the active participation of the group, the team of players.

WHAT is it easy and boring to work in the library ???

WHAT do librarians read all day ???

WHAT only grandmothers work in the library ???

WHAT and HOW MUCH a LIBRARY should know and be able to?

WHY is learning becoming a lifelong learning experience for librarians?

WHAT ARE "PROS" and "CONS" in planning the training of librarians today?

HOW and WHAT should modern librarians be trained?

HOW and WHERE do you start planning?

HOW to write competently the Plan of professional development of librarians?

WHAT innovative forms of education are replacing traditional ones?

HOW TO BE SUCCESSFUL IN TEACHING?

2016: "What is the coming year for us?"

We tried to answer these questions at the webinar, which was held on September 9 for specialists from the municipal libraries of the Pskov region. He consulted A.L. Levchenko, head. the sector of continuing education of the department for coordinating the activities of libraries of the region of the Pskov OUNL.

In your professional training and self-education you will be helped ...

INTERNET RESOURCES:

Site "Interregional Library Cooperation Center" - http://www.mcbs.ru

Library Leadership School website - http://biblider.ru(project of the NF "Pushkin Library")

Informational support portal for heads of cultural institutions - http://www.cultmanager.ru/magazine/archive/92/2294/

The website of the Russian Library Association - http://www.rba.ru/

"Competent librarian" (presentation) - http://www.myshared.ru/slide/264333/

RESOURCES of the Pskov Regional Universal Scientific Library:

Site of the Pskov OUNB - Section "COLLEAGUES" - www.pskovlib.ru;

Blog "Methodical service of POUNB" - http://metodistam.blogspot.ru;

- "Library portal of the Pskov region" - Section "Continuing education" - ;

Section "Methodical steering wheel" - on the site "Pskov Regional Library for Children and Youth named after V.A. Kaverina "- http://kaverin.ru;

Section "Helping Professionals" - on the site "Pskov Regional Special Library for the Blind and Visually Impaired" - http://pskov-sbs.ru.

METHODOLOGICAL BOOKS (PUNB):

PROFESSIONAL PUBLICATIONS:

Vetchanova, O. V. Advanced training of cultural workers // Directory of the head of a cultural institution. - 2012. - No. 7. - S. 56-63.

Golovko, S. I. Specialist: Education, competence, innovation. - M.: 2005.

Zbarovskaya, N. V. Business games for library specialists. - M.: 2005.

Sample programs of city (district) seminars for librarians. - Krasnoyarsk, 2003.

Sukiasyan, E.R. Library profession. Frames. Continuing education. - M.: FAIR - PRESS, 2004.

Sukiasyan, E.R. Library Profession and Personnel Management. - SPb. : 2011.

REMEMBERDEAR COLLEAGUES!

“TO TEACH ANOTHER,
MORE SMART IS REQUIRED THAN TO LEARN YOURSELF. "

Michelle Montaigne

"LEARNING, WE LEARN BY OURSELVES"!