Purpose This paper aims to design a model of succession planning process for public and academic libraries in Vietnam. Design/methodology/approach The model of library succession planning process was develop based on the findings of a two-phase research underpinned by transformational leadership theory. Data were collected from 172 responses of the online survey and 23 in-depth interviews in 13 public and 4 academic libraries in the Mekong region, Vietnam. Findings A library succession planning process with six steps was established. Research limitations/implications As the research takes place in both public and academic libraries, the overarching benefit of the present study is to provide library leaders in these sectors with practical understanding and knowledge about how succession planning process can be done, as well as to enhance management practices in Vietnam libraries and other organisations. Leaders from other types of library systems in Vietnam and globally can reference this model so as to know what to do and how to conduct this process confidently. Originality/value This study helps to fill the gap that succession planning in Vietnamese libraries has been done without a specific path. Library leaders in each organisation conducted it differently between public and academic libraries because the government has only issued general guides for all industries of the nation.

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Purpose This paper aims to conduct an exploratory research of recruitment source and professional staff retention for succession planning, as well as suggests some experiences of keeping qualified staff in Vietnamese libraries. It stems from the context of academic and public libraries in the Mekong Delta region, Vietnam. Design/methodology/approach This research draws on transformational leadership theory initiated by Burns (1978) and expanded by Bass (1985). It was conducted through a multi-method case study approach at 13 public and 4 academic libraries in the Mekong Delta, Vietnam. Data collection consisted of an online survey with 162 responses and 23 in-depth semi-structured interviews. Findings Research result indicates that staff recruitment for managerial positions in Vietnamese libraries is mainly from within the organisation. Staff retention relies on differing factors, of which salary was considered the most important by several participants. However, succession planning itself may be a good way to keep qualified employees who would like to be promoted. For those employees attracted by high salaries rather than future managerial positions, supplemental income is believed to be a possible solution. Research limitations/implications A larger research coverage will be suggested to further research, so as to get further information about staff recruitment and how to retain qualified staff in Vietnamese library settings. Practical implications This study aims to benefit library leaders by providing good insights into which recruitment source is suitable to look for qualified staff for managerial positions in Vietnam. Most importantly, the research would inform library leaders and the local government in the Mekong Delta of the possible reasons for staff turnover. This study also helps to raise library leaders’ awareness of how to retain their qualified professional employees within a highly dynamic environment. Originality/value This research contributes to literature about qualified staff recruitment and retention in an Asian country context, which has not been discussed so far. It also helps to raise awareness of library leaders about applying some practical strategies, including succession planning, into retaining managing employees in their organisations.

This paper reports the findings of assessing the quality of services offered at an academic library in the Mekong Delta, Vietnam. Using the quantitative approach, 31 criteria of updated LibQual model were considered in this research. Data collected in this study include online survey of 386 students from different courses and majors in the university. Research findings indicate that students were satisfied with all library services at a high level. The findings also reveal that there were 4 groups of factors influencing students’ satisfaction. They were Service Affect, Information Control, Library as a Place and Copyright. Of the four influential factors, Service Affect was identified as the strong factor while Information Controll was found to be the minor. Some implications for administrators and librarians are also provided with particular regard to the assessment of the quality of library services.

This study presents social needs and satisfactory level on Library and Information Management recruitment and enrollment at Can Tho University, Vietnam from 2005 to 2018. The study used a quantitative approach and drew on secondary data provided by the Department of Academic Affairs through 14 years of university entrance exams and admission. Findings reveal that Can Tho University met 40% of the societal demands in the entrance examination period (2005-1014) and only 30.2% at the admission phase (2015-2018). In the years 2006-2008, provinces such as Ca Mau, Hau Giang, and Vinh Long had a higher rate of successful candidates than that in other provinces in the Mekong Delta region and the number of female candidates was always at a much higher level than male candidates. Findings are necessary for the enrollment of Library and Information Management at Can Tho University and for other universities in terms of input evaluation. Implications are also presented with regard to making changes in admission quota.