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)
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.
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