Nursing Leadership and Management- Staffing within the healthcare sector and hospice

1. The UWI School of Nursing, Mona

2. DAWN MUNROE 2019

3. • Objectives
• Outline the steps in the staffing phase of management
• Identify the tools that are utilized in effective staffing
• Discuss factors that affect staff allocation
• Differentiate between delegation and allocation
DAWN MUNROE 2019

4. • The process of determining the number of nursing personnel to
meet the patient’s demand for care.
• Involves the selection of qualified and competent personnel
• A system of assignment and staffing schedules
• Involves deciding what type of and how many personnel are
needed to provide adequate and quality patient or client care.

5. STEPS IN THE STAFFING PHASE
• Staffing needs assessment
• Recruiting, interviewing, selecting and assigning personnel
• Inducting / socializing / orienting personnel to the
organization
• Providing appropriate in-service education for staff
development
• Scheduling staff according to unit needs and Industrial
relation laws.
DAWN MUNROE 2019

6. THE PROCESS OF ENLISTING PERSONNEL FOR
EMPLOYMENT

8. SELECTION PROCESS
The process of putting the
right people with the right
job. It is a procedure of
matching organizational
requirements with the
skills and qualifications of
the applicant.

13. SELECTION PROCESS CONT’D
Placement
• Placement is said to be the process of fitting the selected
person at the right job or place.
• Once the newly hired nurse is fitted into the job, he/she is
given the activities to perform and also told about the duties.

14. INDOCTRINATION
Indoctrination process has three stages:
• Induction
• Orientation
• Socialization

15. INDUCTION
• Includes all activities that educate the new staff about the organization
and employment and personnel policies and procedures:
• Staff handbook
• Philosophy, mission and vision of the organization
• organizational structure
• Detailed presentation of the organization’s policies, work rules and
employee benefits.
• job descriptions are communicated to the newly employed nurse.
• Grievance system or procedure.
• Leaves: vacation, sick, study etc.

16. ORIENTATION
Activities are more specific for the position:
• A tour of the physical facilities; oriented to each dept. e.g.
pharmacy, dietary, radiology etc.
• Introduction to co-workers
• Functions of the members of the health team
• In service education training; such as fire safety, accident
prevention, health promotion, equipment training etc.
• General information about the daily work routines

17. SOCIALIZATION
• Socialization refers to a learning of the behaviors that
accompany each role by instruction, observation, and trial and
error.
• Acquired through processes such as; preceptorship, mentoring,
career mapping.
• Learn new values, skills, attitudes, social rules, history and
culture of the unit/organization.

18. • Involves assessing the staff needs of the unit
• Requires awareness of the levels of the competencies /
experience of nursing team
• Is influenced by factors that are external to the
organization/unit
DAWN MUNROE 2019

19. FACTORS AFFECTING STAFFING
• Type, philosophy, objectives of
the hospital and the nursing
service
• Population served
• Number of patients and
severity of their illness
• Availability and characteristics
of the nursing staff
• Administrative policies
• Standards of care desired
which should be available
and clearly spelled out
• Nursing units and resources
available
• Budget
• Expected hours of work
• Patterns of work schedule

20. FACTORS AFFECTING STAFFING
INTERNAL ENVIRONMENT
• Promotion policy
• Future Growth plans of
Organization
• Technology Used
• Support from Top
Management
• Image of the
Organization
EXTERNAL ENVIRONMENT
• Labor Laws
• Pressure from Socio-
political group
• Competition
• Educational Standards
• Other external factors

21. • Involves scheduling – preparing a duty roster
• Includes allocating staff to specific assignments on each shift
• Ensures adequate staff coverage during peak activity periods
• Incorporates all ward activities such as ward rounds, visiting
hours, staff breaks
DAWN MUNROE 2019

22. • Incorporates the staff in the process of allocation
• Acknowledges staffing requests; vacation leave, DLs, study leaves
etc.
• Ensures request for additional staff is timely
• Involves assigning staff based on job description and competency
DAWN MUNROE 2019

23. ALLOCATION VS DELEGATION
Allocation generally
follows:
√ the staff’s qualification,
competence, job
description
√ patient acuity and unit
needs.
√ Distributed according to
a plan.
Delegating refers to:
√ the temporary transfer of roles
and responsibilities to another,
while maintaining accountability.
√ a person authorized to act as
representative for another; a
deputy.
√ (US) an appointed
representative in some legislative
bodies.

24. TUTORIAL
Review ‘Allocation
Scenarios’ document
and conduct a staff
allocation activity.

25. DAWN MUNROE 2019
Allocation
Rank Name Allocation Break Remarks
RN III Paula Brown General administrative duties,
ordering of supplies, ward round –
Firm A, supervision of L&M nursing
students
11:30-12:30 Attending a
meeting at 10am
RN II Marsha Smith Checking the Rhesus Trolley, Ward
rounds for Firm B, TPC for clients –
C.D (7, II), A. B (10, III), Supervision
of EXED nursing students
Assume the duties
of RN Brown when
she leaves for her
meeting.
UWISON
4th Year
Nsg. Std
Sadieka Smith Leadership and Management duties,
shadowing of RN Brown,
EXED 3rd
Year
Nsg. Std
Keisha Thomas Checking the rhesus trolley,
Assisted patient care of clients

26. REFERENCES
Marquis, Bessie L & Huston, Carol J. (2015). Leadership roles and
management functions in nursing: Theory and application.
California: Lippincott, Williams & Wilkins
https://www.slideshare.net/ChiKititay/nursing-leadership-and-
management-staffing?next_slideshow=1
https://www.slideshare.net/deepanshua/staffing-in-
management-53744257
https://www.slideshare.net/riahriverabarcelona/staffing-process