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7/24/2019 staffdevelopmentprogramme-120411225756-phpapp01

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STAFF DEVELOPMENT

PROGRAMME

Ms. Kuldeep Kaur

M.Sc Nursing 2ndyear


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Introduction

Staff development is the process directedtowards the personal and professionalgrowth of nurses and other personnelwhile they are employed by a health care

agency.

Staff development refers to all trainingand education provided by an employee to

improve the occupational and personalknowledge, skills and attitudes of vestedemployees.


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Definition

Staff development refers to theprocesses, programs and activities

through which every organizationdevelops, enhances and improvesthe skills, competencies andoverall performance of itsemployees and workers.


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A process consisting of orientation,in-service education and continuingeducation for the people of

promoting the development ofpersonnel within any employmentsetting, consistent with the goals and

responsibilities of the employment.( ANA


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Need for staff developent!"

Social change and scientific advancement Advancement in the field of science like

medical science and technology.

!o provide the opportunity for nurses tocontinually ac"uire and implement theknowledge, skills, attitudes, ideals and valuedessentials for the maintenance of high "uality

of nursing care#As part of an individual$s long-term career

growth.

!o add or improve skills needed in the short term


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%eing necessary to fill gap in the past

performance !o change or correct long-held attitudes of

employee

Need to increase the productivity and "uality

of the work. !o motivate employees and to promote

employee loyalty

&ast growing organizations.


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Goals

Assist each employee (nurse to improveperformance in his'her position.

Assist each employee (nurse to ac"uirepersonal and professional abilities thatmaimize the possibility of career

advancement.


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O#$ectives

!o increase employee productivity.

!o ensure safe and effective patientcare by nurses.

!o ensure satisfactory )obperformance by personnel.


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!o orient the personnel to care ob)ectives,)ob duties, personnel policies, and agency

regulations. !o help employees cope with new practice

role.

!o help nurses to close the gap betweenpresent abilities and the scientific basis fornursing practice that is broadening

through research.


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Steps of staff developent pro%ra!"

Assessthe educational needs of all staff members

Set priority

*evelop general ob)ectives for the staff development

program *etermine the resourcesneeded to reach the desired

ob)ectives

*evelop a master calendar for an entire year

*evelop and maintain staff development record system +stablish files on ma)or educational topics

egularly evaluatethe staff development program


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Resources!"

ublic libraries,

Audiovisual program in addition to manybooks and computers, research activitiesand speakers to community groups.

Schools and universities

Association ealth and inter service agency

/ther nursing homes

/nes own staff


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T&pes of staff developent!"

0nduction training1ob orientation0n-service education2ontinuing education!raining for special function


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Induction trainin%!"

0t is a brief, standardised indoctrination toan agency3s philosophy, purpose, policiesand regulations given to each worker

during her or his first 4 or 5 days ofemployment in order to ensure his or heridentification with agency3s philosophy,

goals and norms.


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Need of induction trainin%!"

0ncreased retention of newly hireemployees,

0mproved employee morale and 0ncreasedproductivity.


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Steps in induction!"

6. !our of4. 0ntroduction to the other employees, superiors and subordinates.5. *escription of organizational functions.7. *epartmental visit8. /rientation to philosophy goals and ob)ectives9. Administration policies and procedures


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'o# orientation!"

0t is an individualised training programmeintended to ac"uaint a newly hiredemployee with )ob responsibilities work

place, clients and co-workers.

!he process of creating awareness with anindividual of his'her roles, responsibilities

and relationships in the new worksituation.


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(oponents !"

A new employee to his or her )ob setting sothat he ' she is aware of his' her )obresponsibility and epectation.

resent employee to the )obresponsibilities of his' her epanded'

enriched role.

!he old employees to the policy changes.


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T&pes of orientation!"


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Iportance of orientation pro%rae

rovides essential, relevant and necessaryinformation

elps employee to gain confidence,

:essen the time for the employee to learnabout new situations related to his'her )obsetting.


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elps the new employee to develop a sense ofbelonging

+liminates #:earning by trail and error

assing of incorrect information by old employeesand peers.

educes misinterpretation

;istakes and confusion

Apprehension

elp new employee in solving initial problems andad)ust the new situation'environment,

Ac"uaints her with personnel services readily within the institution'community


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(ontent of an orientation pro%rae!"


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In"service education!"

Definition!"

0n-service education is a planned learningeperience provided by the employingagency for employees.

0n service education is a plannededucational eperience provided in the )ob

setting and closely identified with servicesin order to help person perform moreeffectively as a person and as a worker.


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(oncept of in"service education!"

2losely identified with services

elp a person3s to improve performanceeffectively

lanned education activities

rovided in a )ob setting


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Need!"

Social changes and scientific advancement

2hanges and advancement in the field ofservice

0ncreased the demand of nursing services.

2onsumer demand "uality care


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apid changes in medical and nursingpractice create a need for in serviceeducation. 0ncrease number of the peopleseeking health care as the populationenlarges makes it necessary for the nurses

to function at her highest potential as"uickly as possible.

As health care delivery system become

more comple, the need for continues skilltraining also increased.


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Ais!"

0mprovement of client through upgrading theservices rendered with scientific principles.

!o keep in face in changing society to their

needs. Ac"uisition of new knowledge

0mprovement of performance

!o develop specific skills re"uired forpractice.


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!o develop right concept of client care.

!o maintain high standards of nursing

!o observe and bring change in staffmembers chances for promotion

0t reduces turnover, absenteeism.

!o discover potentialities, to alertpersonnel in working environment.


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T&pes#-

2entralized in-service training- 0n nursingservice department , one department willheld responsibility for improvement of

knowledge, skills, practice of their nursingstaff. !hey will devote full time for in-service activities.


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*ecentralized in-service education-this isplanned for staff members who worktogether, giving care for clients with

similar conditions and share similar goals.


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2ombined in-service approach-0n this, thehigher nursing authorities and all staffdevelopment occurs in proposed

programme of education. !hey plan,conduct and evaluate the programme andfurther plan their programme basing on

the need arises.


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Steps in in"service education!"

Assessent!inpoint needs, prioritizeneeds, set training ob)ectives, and developcriteria

Ipleentation! 2limatic check, actualconduction of training with ongoingmonitoring


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Evaluation! +stablishment of criteria,pre test to the participants, post testfollowing completion of the training or

program. /bservation on transfer oflearning to the )ob, follow up studies forassessment of etent of retention of

learning.


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(ontinuin% education!"


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Need for continuin% education!"

!o ensure safe and effective nursing careas nurses need to keep abreast withinterest, knowledge and technical

advances. !o meet the needs of population.

!o develop the nurses3 by updating their

knowledge and prepare them forspecialization.


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&or career advancement.

>ith the advancement of technology, new

role change takes place and to play thoseroles, education is re"uired.

!o ac"uire special skills.

*ue to shortage of nurses (because theirmovement to abroad, more hospital andtraining college, more knowledgeable

person is re"uired.


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Functions of continuin% education!"

!o meet the health needs and publicepectations.

!o develop the practicing abilities of thenurse.

!o recognize gaps in knowledge.

!o test abilities of participants to doformal academic study.


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!o improve the communication betweenthe participants, faculty, community and

health sector. !o shape or support university educational

policies and practices.

!o ensure the "uality of education. !o grant the budget for etension studies.

!o maintain the academic standards.

!o provide opportunities for educationalgrowth.


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!o maintain the roles as bed side nursesand to assume more supervisor,

administrative, to specialize and togeneralize the practice.

!o provide and prepare faculty who see

continuing nursing education as apersonal responsibility.

!o provide a variety of continuing nursing

education opportunities of high "uality tonurses in both education and servicechanges.


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Trainin% for specific function !"

Definition!"

!his is concerned with developing

epert technical or manual skills,communication and helps thepersonnel to perform their functions

effectively.


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T&pes of s)ills!"sychomotor skill


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Need for s)ill trainin%!"

0ndividual nurse needed to have greaterfreedom to choose the specific field ofnursing in which she would work.

?ood work to be recognized and reward.

A venues of advancement and promotionneed to be better development

&ear of making mistakes


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Standards of staff developent pro%rae *ANA+


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Standard , - Or%ani.ation andAdinistration

!he nursing service department

and the nursing staff developmentunit philosophy, purpose andgoals address the staff

development needs of nursingpersonnel.


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Standard II - /uan Resources

@ualified administrative,educational and support

personnel are provided to meetthe learning and developmentalneeds by nursing services

personnel.


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Standards III - Learner

Nursing staff developmenteducators assist nursing

personnel in identifying theirlearning needs and planninglearning activities to meet those

needs.


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Standard IV - Pro%ra Plannin%

rovides the unit systematically,plans and evaluate the overall

nursing staff developmentprogram in response to healthcare needs.


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Standard V - Educational Desi%n

+ducational offering and learningeperience are designed through

the use of educational process andincorporate adult education andlearning principles.


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Standard VI - Material ResourcesAnd Facilities

;aterial sources and facilities are

ade"uate to achieve the goals andimplement the functions of theoverall nursing staff development

unit.


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Standard VII - Records And Reports

!he nursing staff developmentunit establishes and maintains a

record keeping and report system


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Standard VIII - Evaluation

+valuation is an integralongoing and systematic

process, which includesmeasuring the impact on the

learning


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Standard I0 - (onsultation

Nursing staff developmenteducators use the consultation

process to facilitate and enhanceachievement of individual,departmental and organizational

goals.


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Standard 0 - (liate

Nursing staff developmenteducators foster a climate which

promotes open communication,learning and professional growth.


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Standard 0I - S&steatic En1uirin%

Nursing staff developmenteducators encourage

systematic in"uiry andapplications of the results into

nursing practice.


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Potential difficulties in staffdevelopent 2 trainin% activities!"

:ack of time

0nade"uate resources at disposal

nder-funded training budgets

2onflicting priorities

:ack of 2larity about what should bedone

il id if h d


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&ailure to identify, or accept the need.

Shortfall in training skill or

eperience &ear that trained employee will leave

the organization or will be poached bycompetitor.

2ynical attitude to Staff development-

Not directly measurable. !reated as2ost not investment.

Met3ods of deli erin% staff de elopent


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Met3ods of deliverin% staff developentpro%rae!"


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THANKS

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