physical as well as digital spheres,
monitor, develop, incorporate and share new competencies that are necessary in
order to be interoperable and expose the existing human capital to upcoming new
ideas, concepts, new services to be offered and new products to be developed.
Cultural heritage institutions should in particular further develop the knowledge,
expertise and skills of their staff in relation to tangible and intangible cultural
resources, i.e. providing object descriptions, contextualisation, explanations and
With regard to IT personnel, cultural heritage institutions are running into severe problems.
Particularly in smaller institutions there is a manifest lack of technological expertise. New
areas of expertise must be covered e.g. in the development of digitisation projects as well as
the preservation of digitised and born-digital sources. Furthermore, there is a need to
update knowledge and skills in traditional areas related to the digital environment, e.g.
metadata creation in cataloguing.
Cultural heritage institutions should develop information management know-
how, intensively share IT-expertise, and actively involve their staff in hands-on
Cultural heritage associations and educational institutions should set measures to
speed up the transfer and integration of knowledge into professional training
and develop special courses for key areas such as digital management and
With regard to basic qualifications of their staff, cultural heritage associations
should promote the adoption of the European Computer Driving License.
VII ORGANISATIONAL CHANGE