nurses presentation
TRANSCRIPT
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Competency of OT Nurse & Post
Operative Nurse
By:
Swathi
Mayuri
Amrit
Dolly
Ankit
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Use of Competencies
Competencies are becoming a frequently-used
and written-about vehicle for organizational
applications such as: Defining the factors for success in jobs (i.e., work) and work roles
within the organization.
Assessing the current performance and future development needs of
persons holding jobs and roles
Mapping succession possibilities for employees within theorganization
Assigning compensation grades and levels to particular jobs and roles
Selecting applicants for open positions, using competency-based
interviewing techniques
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Competence
Is a standardized requirement for an individual
to properly perform a specific job.
It encompasses a combination of knowledge,
skills and
behavior
utilized to improve performance.
More generally, competence is the state or
quality of being adequately or well qualified,
having the ability to perform a specific role.
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One might not lose knowledge, a skill, or an
ability, but still lose a competence if what is
needed to do a job well changes.
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Characteristics of Competencies
Motives: Things a person consistently thinks about
or wants that cause action, motives drive, direct and
select behavior towards certain actions
Traits: Physical characteristics and consistent
responses to situations.
Self Concept: A person's attitude value or self image.
Knowledge -Information a person has in a specificwork area
Skill-is the ability to perform certain mental or
physical tasks
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General competences
Meaning Competence: Identifying with the purpose of the
organization or community and acting from the preferred
future in accordance with the values of the organization or
community.
Relation Competence: Creating and nurturing connections to
the stakeholders of the primary tasks.
Learning Competence: Creating and looking for situations
that make it possible to experiment with the set of solutions
that make it possible to solve the primary tasks and reflect on
the experience.
Change Competence: Acting in new ways when it will
promote the purpose of the organization or community and
make the preferred future come to life.
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Types of competencies
Organizational competencies unique factors
that make an organization competitive
Job/Role competenciesthings an individualmust demonstrate to be effective in a job,
role, function, task, or duty, an organizational
level, or in the entire organization.
Personal competenciesaspects of an
individual that imply a level of skill,
achievement, or output
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Types of competencies
MANAGERIAL
Competencies which are considered essential for staff with managerial or
supervisory responsibility in any service or program area, including directors
and senior posts.
Some managerial competencies could be more relevant for specificoccupations, however they are applied horizontally across the Organization,
i.e. analysis and decision-making, team leadership, change management, etc.
GENERIC
Competencies which are considered essential for all staff, regardless of their function or
level, i.e. communication, program execution, processing tools, linguistic, etc.
TECHNICAL/FUNCTIONAL Specific competencies which are considered essential to perform any job in the
Organization within a defined technical or functional area of work, i.e. environmental
management, industrial process sectors, investment management, finance and
administration, human resource management, etc.
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Levels of Competency
Practical competency - An employee's demonstrated ability to
perform a set of tasks.
Foundational competence - An employee's demonstrated
understanding of what and why he / she is doing. Reflexive competence - An employee's ability to integrate
actions with the understanding of the action so that he / she
learn from those actions and adapts to the changes as and
when they are required.
Applied competence - An employee's demonstrated ability to
perform a set of tasks with understanding and reflexivity.
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Application levels of a competency
ADVANCED
Demonstrates high level of understanding of the particular competency to
perform fully and independently related tasks.
Frequently demonstrates application that indicates profound level of
expertise. Can perform adviser or trainer roles. Work activities are carried out
consistently with high quality standards.
PROFICIENT
Demonstrates a sound level of understanding of the particular competency to
adequately perform related tasks, practically without guidance. Work activities
are performed effectively within quality standards.
KNOWLEDGEABLE
Demonstrates a sufficient understanding of the particular competency to be
used in the work place, but requires guidance Tasks or work activities are
generally carried out under direction.
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COMPETENCY MAPPING
Competency mapping is a process through which one assesses
and determines one's strengths as an individual worker and in
some cases, as part of an organization.
It generally examines two areas: emotional intelligence or emotional quotient (EQ),
strengths of the individual in areas like team structure, leadership, and
decision-making.
Large organizations frequently employ some form of
competency mapping to understand how to most effectivelyemploy the competencies of strengths of workers.
They may also use competency mapping to analyze the
combination of strengths in different workers to produce the
most effective teams and the highest quality work.
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Competencies required by both
Generic Competencies
Good knowledge of written and spoken English; Excellent understanding of local
languages.
Demonstrate an organized, effective and timely approach to all tasks.
Good communication skills and the ability to instill confidence in patients.
Ability to adhere to patient confidentiality.
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OT Nurse
Ability to cope with stress
Ability to tolerate long standing OT hour
Flexibility
Attentive to detail
Able to work under tight deadlines
Ability to act as part of a multi cultural andmultidisciplinary team..
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Transferring a Patient to Post-Op Recovery
The Post-Op Nurse's Role
Emergency Care
Pain Control
Transferring a Patient from Post-Op to a Patient
Room
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Post Operative Nurse
Be able to recognize various signs like shock and hypoxia (low
oxygen)
Competent in using any and all equipment needed to
maintain the patient's life like Vital Signs. Post-op nurses should be able to follow the physician's orders
exactly as they are written in the patient's chart.
Ability to cope with emergency situations
Assess and evaluate, with patients, the effectiveness of thetreatment and care provided and make changes as needed.
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Decide on and carry out treatment, including prescribing
medicines, or refer patients to an appropriate specialist
Use their extensive practice experience to plan and provide
skilled and competent care to meet patients health and socialneeds, involving other members of the health care team as
appropriate
Ensure the provision of continuity of care including follow-up
visits
Work independently, although often as part of a health care
team
Provide leadership
Make sure each patients treatment and care is based on best
practice
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Conclusion
Build up and improve hospital and patient
relationship.
Connecting link between the doctor and the
patient.
A great responsibility rests on her shoulders.
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Basis for HR planning.
Provides the framework for
individual training
development career planning
training needs analysis.
This enables them to assign the right job for theright person.
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According to Florence Nightingale:
a nurse must be no gossip, no vain talker, sheshould never answer questions about her sick ,except to those who have aright to ask them.
She must , I need not say be strictly sober andhonest , but more than this , she must be areligious and devoted women , she must havea respect for her calling ,because god`s
precious gift of life is often so literally placed inher hands ; she must be a sound , a close andquick observer and must be a women ofdelicate and decent feeling
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Thank You