The end of the XX century was marked by the beginning of a transition to a new personnel management technology, it turned from personnel management to human resources management. In contrast to the personnel resource management, human resource management redirected to the needs of workers and to the needs of the library in the labor force, and human resource management priorities are determined primarily by the results of the functional analysis of existing and planned jobs, but not to the existed library personnel potential. Finding human resources management strategic dimension makes the personnel policy more active as opposed to passive and reactive politics, which is characteristic of the traditional personnel management models. Responsibility for the implementation of a more active personnel policy also lays on the line managers of the library. The new system requires a strong and adaptive corporate culture that encourages an atmosphere of mutual responsibility of employees and managers, the desire of all employees of the library to make it "better" by supporting initiatives at all levels of the organization, permanent technical and organizational innovations, and open discussion of issues. Improve the personnel policy of the library contributes to the following areas in this field of activity: development and implementation of the objectives and HR strategy. Status of personnel library and information organization, level of skill and professionalism, the ability to wage employees optimally solve problems facing manufacturing problems it depends on the theoretical approaches and practical methods of working with people who is used in their daily work of libraries heads. In other words, they are associated with human resources strategy implemented library. Human Resource Strategy – it is the concept of work with personnel, the formation of the concept, use and development of human resource. This is the general line of work with the staff, which involves the development of the composition and sequence of decisions to achieve the personnel management system goals, this organization plan their future in the field of personnel management. To implement specific HR strategy, it is necessary to carry out an objective analysis of the dynamics of changes in the staffing situation in the libraries. Also it is important to teach library managers how to deal with the stuff in context of their work.
The end of the XX century was marked by the beginning of a transition to a new personnel management technology, it turned from personnel management to human resources management.