staffing

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