Human Resource Management (HRM) in a library refers to the systematic management of people who work in the library to achieve its objectives efficiently. Since libraries are service-oriented institutions, the quality of library services largely depends on the knowledge, skills, motivation and performance of their staff. Effective HRM ensures that the right people are appointed, properly trained, motivated and placed in suitable positions. Manpower planning is an important component of HRM. It involves determining the number and types of employees required to perform various library activities. Library authorities assess present and future staffing needs according to the size of the collection, number of users, working hours, services provided and technological requirements. Proper manpower planning prevents both shortage and excess of staff. Job analysis and job description are also essential components. Job analysis identifies the duties, responsibilities, skills, qualifications and working conditions associated with a particular position. A job description provides a clear statement of the tasks and responsibilities of an employee, while job specifications describe the educational qualifications, experience and competencies required. These help in recruitment, selection and performance evaluation. Recruitment is the process of attracting suitable candidates for vacant positions. Libraries may recruit professional librarians, library assistants, technical staff, computer specialists and support personnel according