STAFF SELECTION AND DEVELOPMENT

• Selecting is the determination of who will be offered an opportunity for employment

• A committee or manager may complete the selection process.

• For best results, data used in the screening and interviewing phases should be used when comparing candidate responses and other related data.

• Selection of an employee who is a match with the core values of an organization facilitates ease of employee transition into the new role and fit with staff within the unity and organization.

• Employee fit and related retention have also been shown to have an impact on cost savings within the organization

• Staff Development: is providing employees with an opportunity to improve their practice, level of competency, or other areas of self-interest.

• Programs for staff development are usually determined based on staff survey conducted annually.

Types of the staff development training programs:

• Matching Exercise

Types of the staff development training programs:

• Induction training (3 days): is a brief introduction to agency philosophy, purpose, administrators, programs, policies, and regulations that is given to new employee during the first three days of employment.

• Orientation (2-24 weeks): is individualized training given each employee during the first period of his job to familiarize him with his job’s duties, work place, clients, and coworker.

• In-service education (2-8 hours): includes all on-the-job instruction and training that is given to enhance employee’s present job performance.

• Continuing education (1-5)days: includes all planned learning that is intended to increase employee’s knowledge or skills beyond that needed for satisfactory performance in the present job.

EXAMPLE PROGRAMS FOR STAFF DEVELOPMENT

1. An introduction to their job (orientation).2. Training in both the manual and behavioral skills, associated with their jobs (skill training).3. Development of leadership and management abilities (Leadership and ManagementDevelopment ).4. Continuing investigation of the real potentialities of their job (Continuing Education).

Orientation program:-

• Definition:- Orientation is the process of familiarizing a new staff with the existing work environment so that he/she can relate quickly to his/her new surroundings.

• Advantages:- Staff are helped to:• i) Adjust to the new work situation. ii) Be strongly

motivated to learn.• iii) Be able to function effectively much sooner.• iv) Feel wanted and needed by co-workers and superiors.

(c) Suggested content outline for an orientation program to the new nursing staff

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• In large institutions:- (a) It is practical to have all newly appointed nursing staff begin

their work on the same day.

(b) Group instructions can be arranged since several items on the orientation program are applicable to all categories of workers.

(c) A more experienced nursing staff member is assigned as a preceptor to guide a newcomer, who can turn to her/him for any additional help and guidance she/he might need.

4. CONTINUING EDUCATION PROGRAM:-

• Definition:-• Formal, organized, educational programs

designed to promote the knowledge, skills and professional attitudes of nurses.

b) Objectives:-

1. Keep up-to-date with the new concepts and development in the health field.2. Increase their basic knowledge and skills and develop positive attitude.3. Develop an ability to analyze problems and to work with others.4. Meet the challenge of changes in technology.5. Help in setting standards of performance.

6. Improve understanding within the health care team.7. Help in career development.8. Motivate staff for better patient care.9. Meet new needs of the community.

• Continuing education programs are usually short-term and specific; a certificate may be offered for completion of a course. It is not to be confused with academic, degree-granting programs such as advanced education or post- graduate education.

What are the activities which can be performed by a staff for her/his development?

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OTHER ACTIVITIES FOR STAFF DEVELOPMENT:-

1. Attends conferences with the health team especially when one of her/his patients is being discussed. 2. Make rounds with the Physicians. 3. Attend medical “ground round” in a teaching center. 4. Visit another hospital to observe their method of patient care.

5. Attend professional meetings, conferences, etc & present papers.

6. Read articles of special interest and report them to staff.

THE RESPONSIBILITY FOR CONDUCTING STAFF DEVELOPMENT PROGRAMS:-

• Most hospitals have a staff development coordinator who is responsible for chalking out continuing & in-service education programs.

• Also, staff nurses may be selected as preceptors to assist the new nurses in the unit based on their clinical competence

• The preceptor’s role is that of orientor, teacher, resource person, counselor, role model and evaluator.

• They (preceptors) benefit by having an opportunity to sharpen their clinical skills, increasing their personal and professional satisfaction.

2. What are the roles of the nurse manger in staff development?

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THE ROLE OF THE NURSE MANAGER IN STAFF DEVELOPMENT:-

1. Involve staff members in developing high standards of patient care and in establishing objectives and criteria for their attainment.2. Discover leadership skills and creative abilities among staff and arrange for their development.3. Encourage staff to participate in planning for the improvement of nursing care and to apply findings of nursing practice research.

• 4. Provide learning opportunities for professional advancement of staff in order to develop to their highest potential.

• .5. Share in planning and participate in staff educational programs of professional and non-professional personnel.

6. Allot time for discussions, observations and questions.

7. Set a good example in everyday practice

8. There should be written sources of information available for developing nursing staff in the hospital units in order to support learning. e.g: text books, manuals ,,,,,,

Thank You