Staff development programmePresentation Transcript
Staff Development Programme in Nursing
Presented by Rajeshwari.S. MSc (Nursing) Lecturer Department of Health Nursing Mythri College of Nursing Shivamoga Karnataka
Staff development is the process directed towards the personal & professional growth of the nurses and other personnel while they are employed by a health care agency.
Personal and Professional Development (CPPD) is the new name for the Staff Development.
Staff development includes all training and education undertaken by an employer to improve the occupational and personal knowledge, skills, and attitudes of employment.
A process consisting of orientation, in-service education and continuing education for the people of promoting the development of personnel within any employment setting, consistent with the goals and responsibilities of the employment.( ANA)
Needs for staff Development:
social change and scientific advancement
advancement in the field of science like medical science and technology.
to provide the opportunity for nurses to continually acquire and implement the knowledge, skills, attitudes, ideals and valued essentials for the maintenance of high quality of nursing care.
As part of an individual's long-term career growth.
To add or improve skills needed in the short term
Being necessary to fill gap in the past performance
To change or correct long-held attitudes of employee
To move ahead or keep up with change.
Fast changing technologies
Need to increase the productivity and quality of the work.
To motivate employees and to promote employee loyalty
Fast growing organizations.
Assist each employee (nurse) to improve performance in his/her position.
Assist each employee (nurse) to acquire personal and professional abilities that maximize the possibility of career advancement.
To increase employee productivity.
To ensure safe and effective patient care by nurses.
To ensure satisfactory job performance by personnel.
To orient the personnel to care objectives, job duties, personnel policies, and agency regulations.
To help employees cope with new practice role.
Help employees cope with new practice role.
Help nurses to close the gap between present abilities and the scientific basis for nursing practice that is broadening through research.
Function of Staff Development
Provide Educational activities for all nurses employed by the health care agency directed towards change behavior related to role expectations.
It concerned with growth and development of personnel from their initial contact with a healthcare agency until termination of service
Staff development program, health care organization model Assessing Competency Maintaining Competency Developing competency
Steps of staff development program
Assess the educational needs of all staff members
Develop general objectives for the staff development program
Determine the resources needed to reach the desired objectives
Develop a master calendar for an entire year
Develop and maintain staff development record system
Establish files on major educational topics
Regularly evaluate the staff development program
Public libraries, audiovisual program in addition to many books and computers, research activities and speakers to community groups.
Schools and universities
Health and inter service agency
Other nursing homes
Ones own staff
Administrative structure of a staff development program:
Administrative philosophy, policies & practices of health care agency.
Policies, practices and standards of nursing & other health professionals.
Human & material resources
Centralization v/s Decentralization:
Qualification of Staff development
Applies adult learning principles when helping employees learn new skills or information.
Coaches’ employees readily regarding knowledge and skill deficits.
Actively seeks out teaching opportunities.
Uses teaching techniques that empower staff.
Is sensitive to the learning deficits of the staff and creatively minimizes these deficits.
Frequently assess learning needs of the unit.
Types of Staff Development:
In service education
Training for special function
Need of induction training
Increased retention of newly hire employees,
Improved employee morale and
Steps in induction
1. Tour of facilities
2. Introduction to the other employees, superiors
3. Description of organizational functions.
4. Departmental visit
5. Orientation to philosophy goals and objectives
6. Administration policies and procedures
Techniques used in induction
Forms of induction
" A good beginning is half the battle! "
The process of creating awareness with an individual of his/her roles, responsibilities and relationships in the new work situation.
A new employee to his or her job setting so that he / she is aware of his/ her job responsibility and expectation.
present employee to the job responsibilities of his/ her expanded/ enriched role.
The old employees to the policy changes.
Types of orientation
IMPORTANCE OF ORIENTATION PROGRAMME
Provides essential, relevant and necessary information
Helps employee to gain confidence,
Lessen the time for the employee to learn about new situations related to his/her job setting.
Helps the new employee to develop a sense of belonging
Learning by trail and error
Passing of incorrect information by old employees and peers.
Mistakes and confusion
Help new employee in solving initial problems and adjust the new situation/environment,
Acquaints her with personnel services readily with in the institution/community
CONTENT OF AN ORIENTATION PROGRAMME
The origination and its environment
Policies, rules and regulation
Functions to be undertaken
In service education
In service education is a planned educational experience provided in the job setting and closely identified with services in order to help person perform more effectively as a person and as a worker.
Concept of in-service education Closely identified with services Help a person’s to improve performance effectively Planned education activities Provided in a job setting
Social changes and scientific advancement
Changes and advancement in the field of service
increased the demand of nursing services.
Consumer demand quality care
Rapid changes in medical and nursing practice create a need for in service education.
Increase number of the people seeking health care as the population enlarges makes it necessary for the nurses to function at her highest potential as quickly as possible.
As health care delivery system become more complex, the need for continues skill training also increased.
To provide for and promote the personal growth and development of the workers
To stimulate and develop occupational
To proved for job satisfaction
identifying and meeting current bearing needs
To disseminate new information from body of nursing knowledge and health science through verity of channels.
To acquire up to date knowledge and to make confidence among the nurses.
To retain experience personnel to foster there continue education.
Steps in in-service education Assessment Pinpoint needs, prioritize needs, set training objectives, and develop criteria Implementation Climatic check, actual conduction of training with ongoing monitoring Evaluation Establishment of criteria, pre test to the participants, post test following completion of the training or program. Observation on transfer of learning to the job, follow up studies for assessment of extent of retention of learning.
Continuing education is all the learning activities that occur after an individual has completed his basic education
The education which builds a previous education is called continues education
Aims of continuing education
1.Improvement of professional practice
2.To motivate the staff to seek the latest knowledge
3.To keep the nurses with the latest development of technologies
4.It develops interest, job satisfaction and confidence
Purpose of continuing education.
Enable a worker to move from satisfactory to excellent performance
Provides exposure to new concepts, procedural refinements, innovative product applications, or acquisition of increased expertise
Ensure professional development
Increase ability in order to solve the problem in a clinical teaching/ administrative area.
Improve the ability to communicate or participate in research work.
Need of continuing education
To ensure safe and effective nursing care
Changing health care delivery system,
Development of nurses by updating their knowledge
For career advancement
Professional are altered as society changes and as technologies emerge
To acquire specialized skill for professional.
Training for specific function
This is concerned with developing expert technical or manual skills, communication and helps the personnel to perform their functions effectively.
To help the nursing personnel to perform correct methods and procedures with understanding.
Establishing standards and quality of nursing services.
Procedure to skill nurses to skilled nurses.
Types of skills
Need for skill training
Individual nurse needed to have greater freedom to choose the specific field of nursing in which she would work.
Good work to be recognized and reward.
A venues of advancement and promotion need to be better development
Fear of making mistakes
Guidelines for skill training
1.Set the stage, using equipment similar to that provided for the worker in the work situation.
2.Create in worker a learning attitude,
3.Give reasons why the procedure is carried out in this way in this agency;
4.Break the activities in to logical steps, necessary to carry out the procedure.Demonstrate step by step.
5.Make certain that the person has learnt by requiring a return demonstration
6. Provide written out lines for references.
7. Arrange for follow up (supervision
Standards of staff development programme (ANA)
Standard 1 – organization and administration
The nursing service department and the nursing staff development unit philosophy, purpose and goals address the staff development needs of nursing personnel.
Standard II – human resources
Qualified administrative, educational and support personnel are provided to meet the learning and developmental needs by nursing services personnel.
Standards III – learner
Nursing staff development educators assist nursing personnel in identifying their learning needs and planning learning activities to meet those needs.
Standard IV – program planning
Provides the unit systematically, plans and evaluate the overall nursing staff development program in response to health care needs.
Standard V – educational design
Educational offering and learning experience are designed through the use of educational process and incorporate adult education and learning principles.
Standard VI – material resources and facilities
Material sources and facilities are adequate to achieve the goals and implement the functions of the overall nursing staff development unit.
Standard VII – records and reports
The nursing staff development unit establishes and maintains a record keeping and report system
Standard VIII – evaluation
Evaluation is an integral ongoing and systematic process, which includes measuring the impact on the learning
Standard IX – consultation
Nursing staff development educators use the consultation process to facilitate and enhance achievement of individual,departmental and organizational goals.
Standard X – climate
Nursing staff development educators foster a climate which promotes open communication, learning and professional growth.
Standard XI – systematic enquiring
Nursing staff development educators encourage systematic inquiry and applications of the results into nursing practice.
Potential difficulties in staff development & training activities
Lack of time
Inadequate resources at disposal
Under-funded training budgets
Lack of Clarity about what should be done
Failure to identify, or accept the need.
Shortfall in training skill or experience
Fear that trained employee will leave the organization
or will be poached by competitor.
Cynical attitude to Staff development-Not directly measurable. Treated as Cost not investment.
METHODS OF DELIVERING SDP INDUCTION JOB ORIENTATION IN- SERVICE CONTINUING EDUCATION Physical tour of the facilities Group discussion Seminar Hand book and pamphlet Orientation Seminar Discussion Hand out or book and pamphlets Orientation Skill training Continuing education Leadership training Lecture Demonstration Seminar Debate Journal club Book review Correspondence course Formal course Clinical research TRAINING FOR SKILL Demonstration Discussion Role-play method.
Induction orientation In-service Continuing Management Organization Training Education education training development