Use of Industrial Training for enhancing soft skills of undergraduate in Library and Information Science (LIS), University of Kelaniya, Sri Lanka: Present status and future perspectives

Abstract

Developing soft skills among students particularly the undergraduates has been a leading topic at university,-government and rnainly the corporate sector. It is observed that universities predominantly inculcate tG lfuowledge domain, while the tacit domains like Skills, Attitudes and Mindset for the undergraduates (KSAM domains/model developed by the UGC Sri Lanka 2012) are multiply available at the non-university sector mostly the corporate sectol' where the undergraduates are very easily able to grasp thlough internships/industrial training. The principal objective of this study is to explore the intemship mechanism developed for LIS undergraduates University of Kelaniya (UK), to examine new steps intioduced for the rnechinism, to investigate tlie results of intemship mechanism and to identity the new activities which can be conducted by the Depaltment of Library and Inforrnation Science (DLIS), University of Kelaniya, Sri Lanka. Method used was a mixed approach using internships mechanism, staff, undergraduates and trainer/participating Librarians responses, observation, experiences and the action research. There are around 50 recognized internships instifutions. They are libraries and infbnnation centers attached to various govemment and cotporate sector institutions. They are named as Accredited Teaching Libraries and Information Centers (ATLIC). MOUs were signed with UK and ATLIC on 30'r' August 2019 for tl,e further betterment of all stakeholders. Among them, the major category is universiiy libraries. Undergraduates in 2"d year are sent for internship fol two days in a week for three months and other three days they take part for lechres including two hour coaching session conducted by the Training Coordinator (TC) of DLIS. The TC at DLIS and the Training Supervisor/Trainer (TS) from training institutions are the main players of the internship mechanism. The Internship Record Book (IRB) and the Internship Feedback Report (IFR) submitted by intems are the main asslssment tools however the observations and feedback of both the TC and the TS are used for final evaluation. Both innovative and prescriptive parts are to be cornpiled by the intems through IFR. The coaching shows positive results more than mentoring in developing soft skills of undergraduates. Tlie major issues are the meager understanding and identity of ATLICs particularly the librarians and trainers towards this intemship process. From ATLICs side, lack of awareness of the significance of training future career leaders of the profession, non-appointment of TS in training libraries, insufficient knowledge and competencies on tmining intems and many trainers v/ere not very clear who is intem etc. were the main issues. Within this environment, it is much better the signed MOUs should be implernented soon. Between and among all stakeholders rnean Vice-Chancellors, Chairmen, Director Generals, Institutional Heads, CEOs including the Librarians, the TS of both government and cotporate sector have desirable shares on internship training. In addition to that the DLIS can pursue job-opportunities fi'orn ATLICs for LIS gradUates, request research topics and research areas from ATLICs, offer more training programs and awareness workshops for ATLIC, design and develop curicular for short tettn courses, irainirig programs, conduct workshops, seminats, organizejoint conferences and symposia. Frorn ATLIC side, they can work as resource persons as visiting lecturers, invited lectures, guest lectures, work as mentors, coaches for DLIS. ATLICs can develop their work and become real accredited institutions in future.