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STAFFING, DEFINITION, PHILOSOPHY AND NORMS.pptx

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STAFFING, DEFINITION, PHILOSOPHY AND NORMS.pptx

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Achala Aggarwal
M.Sc (N) Final Year
Presented To:
Mrs. Meenakshi Agnihotri
Lecturer,
N.I.N.E, P.G.I.M.E.R
Date: 2.4.2012
DEFINITION
 Staffing is the systematic approach to the
problems of selecting, training ,motivating
and retaining professional and non-
professional personnel in any organization.
 According to Theo Hairmann, “Staffing
pertains to recruitment, selection,
development and compensation of
subordinates.”
 “Staffing is the function by which managers
build an organization through the
recruitment, selection, and development of
individuals as capable employees.”
Mc Farland
The objectives of staffing is to:
1. Be an important managerial function.
2. Be a pervasive activity
3. Be a continuous activity
4. Efficiently manage personnel
5. Place right men at the right job.
6. Be performed by all managers
Nurse Administrators of a hospital, nursing
department, might adopt the following staffing
philosophy.
1. It is possible to match employees knowledge &
skills to patient care needs in a manner that
optimizes job satisfaction.
1. The master staffing plan & policies to implement
the plan in all units should be centrally planned
by nurse administrators.
 Direct care should be provided technically by
the nurses to chronically ill patients including
health teaching & rehabilitation.
 The patient assessment & work
quantification should be used to determine
the no. of staff to be assigned for the care of
patients.

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STAFFING, DEFINITION, PHILOSOPHY AND NORMS.pptx

  • 1. Achala Aggarwal M.Sc (N) Final Year Presented To: Mrs. Meenakshi Agnihotri Lecturer, N.I.N.E, P.G.I.M.E.R Date: 2.4.2012
  • 2. DEFINITION  Staffing is the systematic approach to the problems of selecting, training ,motivating and retaining professional and non- professional personnel in any organization.  According to Theo Hairmann, “Staffing pertains to recruitment, selection, development and compensation of subordinates.”
  • 3.  “Staffing is the function by which managers build an organization through the recruitment, selection, and development of individuals as capable employees.” Mc Farland
  • 4. The objectives of staffing is to: 1. Be an important managerial function. 2. Be a pervasive activity 3. Be a continuous activity 4. Efficiently manage personnel 5. Place right men at the right job. 6. Be performed by all managers
  • 5. Nurse Administrators of a hospital, nursing department, might adopt the following staffing philosophy. 1. It is possible to match employees knowledge & skills to patient care needs in a manner that optimizes job satisfaction. 1. The master staffing plan & policies to implement the plan in all units should be centrally planned by nurse administrators.
  • 6.  Direct care should be provided technically by the nurses to chronically ill patients including health teaching & rehabilitation.  The patient assessment & work quantification should be used to determine the no. of staff to be assigned for the care of patients.
  • 7. 1. Key to other managerial functions. Staffing function is closely related to other managerial areas of business. It greatly influences the direction & control in the organization. The effectiveness of other managerial functions depend on the effectiveness of staffing function.
  • 8. 2. Buliding healthy human relationship. Staffing helps in building proper human relationship in the organization. Smooth human relation is the key to better communication & coordination of managerial efforts in an organization.
  • 9. 3. Human resources development . Skill & experienced staff is the best asset of a business concern. Staffing function helps in developing this asset. It inculcates the corporate culture into the staff which inturn ensures smooth functioning.
  • 10. 4. Long term effect :Staffing decisions have long term effect on the efficiency of an organizations. Qualified, efficient and well motivated staff is an asset to the organization. It assumes special significance in the context of globalization which demands high degree of efficiency in maintain competitiveness.
  • 11. 5. Potential contribution: It is based on the ability of the prospective employees to meet the future challenges that the organization need to address.
  • 12. 1. Job description. 2. Manager specification. 3. Managerial appraisal. 4. Competition in promotion. 5. Managerial development objective. 6. Managerial leadership. 7. Direct management development. 8. Universal development.
  • 13.  Manpower requirements.  Recruitment.  Selection.  Orientation and Placement.  Training and development.  Remuneration.  Performance evaluation.  Promotion and transfer.
  • 14.  Organizational policies.  Wages & salaries.  Health services.  Transport facilities.  Time pattern & working hours.
  • 15.  Working environment.  Staff welfare facilities.  Staff development program.  Promotions & transfers.  Other provision like residential facilities.
  • 16.  Norms are standards that guide, control, and regulate individuals and communities. For planning nursing manpower we have to follow some norms.  The nursing norms are recommended by various committees, such as; the Nursing Man Power Committee, the High-power Committee, Dr. Bajaj Committee, and the staff inspection committee, TNAI and INC. The norms has been recommended taking into account the workload projected in the wards and the other areas of the hospital.
  • 17.  All the above committees and the staff inspection unit recommended the norms for optimum nurse-patient ratio. Such as 1:3 for Non Teaching Hospital and 1:5 for the Teaching Hospital.
  • 18.  The Staff Inspection Unit (S.I.U.) is the unit which has recommended the nursing norms in the year 1991-92. As per this S.I.U. norm the present nurse-patient ratio is based and practiced in all central government hospitals.
  • 19.  The norms for providing staff nurses and nursing sisters in Government hospital is given in this report. The norm has been recommended taking into account the workload projected in the wards and the other areas of the hospital.  The posts of nursing sisters and staff nurses have been clubbed together for calculating the staff entitlement for performing nursing care work which the staff nurse will continue to perform even after she is promoted to the existing scale of nursing sister.
  • 20.  Out of the entitlement worked out on the basis of the norms, 30%posts may be sanctioned as nursing sister. This would further improve the existing ratio of 1 nursing sister to 3.6. staff nurses fixed by the government in settlement with the Delhi nurse union in may 1990.  The assistant nursing superintendent are recommended in the ratio of 1 ANS to every 4.5 nursing sisters. The ANS will perform the duty presently performed by nursing sisters and perform duty in shift also.
  • 21.  The posts of Deputy Nursing Superintendent may continue at the level of 1 DNS per every 7.5 ANS  There will be a post of Nursing Superintendent for every hospital having 250 or beds.  There will be a post of 1 Chief Nursing Officer for every hospital having 500 or more beds.
  • 22.  It is recommended that 45% posts added for the area of 365 days working including 10% leave reserve (maternity leave, earned leave, and days off as nurses are entitled for 8 days off per month and 3 National Holidays per year when doing 3 shift duties).  Most of the hospital today is following the S.I.U.norms. In this the post of the Nursing Sisters and the Staff Nurses has been clubbed together and the work of the ward sister is remained same as staff nurse even after promotion. The Assistant Nursing Superintendent and the Deputy Nursing Superintendent have to
  • 23. 1. General Ward 1:6 2. Special Ward - ( pediatrics, burns, neuro surgery, cardio thoracic, neuro medicine, nursing home, spinal injury, emergency wards attached to casuality) 1:4 3. Nursery 1:2 4. I.C.U 1:1(Nothing mentioned about the shifts) 5. Labour Room 1:l per table 6. O.T. Major - 1 :2 per table Minor - 1:l per table
  • 24. 7. Casualty- a. Casualty main attendance up to 100 patients per day thereafter b.for every additional attendance of 35 patients c. gynae/ obstetric attendance d. thereafter every additional attendance of 15 patients. 3 staff nurses for 24 hours, 1:1per shift. 1:35 ·3 staff nurses for 24 hours, 1:1/ shift 1:15 8. Injection room OPD Attendance upto 100 patients per day 1 staff nurse 120-220 patients: 2 staff nurses 221-320 patients: 3 staff nurses 321-420 patients: 4 staff nurses
  • 25. · 9. OPD NAME OF THE DEPARTMENT · Blood bank · Paediatric · Immunization · Eye • ENT · Pre anaesthetic · Cardio lab · Bronchoscopy lab · Vaccination anti rabis · Family planning · Medical · Dental · Central sample collection centre 1 2 2 1 1 1 1 1 1 2 1 1 1
  • 26.  Orthopaedic · Gyne · Xray · Skin · V D centre · Chemotherapy · Neurology · Microbiology · Psychiatry · Burns 1 2 2 3 2 2 2 1 2 1 In addition to the 10% reserve as per the extent rules, 45% posts may be added where services are provided for 365 days in a year/ 24 hours.
  • 27. 1. Chief Nursing Officer 1 per 500 beds 2. Nursing Superintendent 1 per 400 beds or above 3. D.NS. :1 per 300 beds and 1 additional for evcry 200 beds 4. A.N.S 1 for 100-150 beds or 3-4 wards 5. Ward sister 1 for 25-30 beds or one ward. 30% leave reserve 6. Staff Nurse 1 for 3 beds in Teaching Hospital in general ward& 1 for 5 beds in Non-teaching Hospital +30% Leave reserve 7. Extra Nursing staff to be provided for departmental research function.
  • 28. 8. For OPD and Emergency 1 staff nurse for 100 patients (1 : 100 ) + 30% leave reserve 9. For Intensive Care unit 1:l or (1:3 for each shift ) +30% leave reserve. 10. It is suggested that for 250 beded hospital there should be One Infection Control Nurse (ICN). 11. For specialised depertments, such as Operation Theatre, Labour Room, etc. 1:25 +30% leave reserve. norms are not based on Nursing Hours or Patient's Needs here.
  • 29.  Set up by the Government of India in July 1987, under the chairmanship of Dr Jyothi former vice-chancellor of SNDT Women University, Mrs Rajkumari Sood, Nursing Advisor to Union Government as the member-secretary and CPB Kurup, Principal, Government College of Nursing, Bangalore and the then President, TNAI also one of the
  • 30.  Later on due to some reasons, the committee was headed by Smt Sarojini Varadappan, former Chairman of Central Social Welfare Board.
  • 31.  To look into the existing working conditions of nurses with particular reference to the status of the nursing care services both in the rural and urban areas.  To study and recommend the staffing norms necessary for providing adequate nursing personnel to give the best possible care, both in the hospitals and community.  To look into the training of all categories and levels of nursing, midwifery personnel to meet the nursing
  • 32.  To study and clarify the role of nursing personnel in the health care delivery system including their interaction with other members of the health team at every level of health service management.  To examine the need for organized nursing services at the national, state, district and local levels with particular reference to the need for planning service with the overall care system of the country at the respective levels.  To look into all other aspects, the Committee will
  • 33.  Appointment of ANM/LHV/HS/PHC, 1 ANM for 2500 population (2 per sub center), 1 ANM for 1500 population in hilly areas, 1 health supervisor for 7500 population (for 3 ANMs), 1 public health nurse for 1 PHC (30,000 population and 4 health supervisor), 2 district PHN officers in each district.
  • 34.  Simplification of recording system.  Adequate provision of supplies, drugs, etc, is made.  Gazetted rank for the post of PHN and above grade.  Specific standing orders be made available to ANM/LHV/HS.
  • 35. Also known as “Expert Committee on Health Manpower Planning Production and Management”. Headed by Dr S Bajaj, a professor of All India Institute of Medical Sciences, New Delhi.
  • 36.  Enunciate a National Health Manpower Policy.  Formulate a National Policy on Education in Health Sciences.  Conduct a country wide survey of health manpower.  Upgrade and improve medical and health educational infrastructure and technology.  Appoint nurses as follows: ◦ 1 staff outpatient nurse/100 outpatients. ◦ 1 staff nurse/10 hospital beds + 30% extra as leave reserve. ◦ 1 ward sister/25 beds + 30% extra as leave reserve. ◦ 1 nursing superintendent for hospital with 200 beds or
  • 37.  1 deputy nursing superintendent for hospital with 300 beds or more.  In rural areas, establish a “Community Health Center” for every 100,000 population.  Establish “Educational Commission for Health Services” on the lines of the university Grants Commission.  Set up “Health Sciences University” in all states and union territories.  Establish “Health Manpower Cell” at the center and in the states.  Vocationalize education at 10+2 level as regards health related fields. This will lead to the availability of good quality paramedical personnel.
  • 38.  Basavanthappa BT .Nursing Administration. 2nd edition.Jaypee Publishers, 184,188-189.  Prabhakara G N. Textbook of Community Health for Nurses. 1st ed. New Delhi: Peepee Publishers and Distibutors; 2005. p. 571-573  Rao B S. Community Health Nursing. 1st ed. New Delhi: AITBS Publishers and Distributors; 2006. p. 126-131  TNAI. A Community Health Nursing Manual. 2nd ed. New Delhi: TNAI; 2003. p. 4-10.  Swanburg R C .Mnagement and leadershilp for nurse managers .P.No-339-40.  Rao B S. Community Health Nursing. 1st ed. New Delhi: AITBS Publishers and Distributors; 2006. p. 126-131