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
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
To move ahead or keep up with change.
Fast changing technologies
Need to increase the productivity and quality of the
To motivate employees and to promote employee
Fast growing organizations.
1.Assist each employee (nurse) to improve
performance in his/her position.
2.Assist each employee (nurse) to acquire
personal and professional abilities that
maximize the possibility of career
To increase employee productivity.
To ensure safe and effective patient care by
To ensure satisfactory job performance by
To orient the personnel to care objectives, job
duties, personnel policies, and agency regulations.
To help employees cope with new practice
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
Provide Educational activities for all nurses
employed by the health care agency directed
towards change behavior related to role
It concerned with growth and development of
personnel from their initial contact with a
healthcare agency until termination of
Staff development program, health care
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
Administrative philosophy, policies &
practices of health care agency.
Policies, practices and standards of nursing & other
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
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
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
Acquaints her with personnel services readily with in the
CONTENT OF AN ORIENTATION
The origination and its environment
Policies, rules and regulation
Functions to be undertaken
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-
Closely identified with
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
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
Steps in in-service
Pinpoint needs, prioritize needs, set
training objectives, and develop criteria
Climatic check, actual conduction of
training with ongoing monitoring
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
4.It develops interest, job satisfaction and
Purpose of continuing education.
Enable a worker to move from satisfactory to
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
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
To acquire specialized skill for professional.
This is concerned with developing expert technical or
manual skills, communication and helps the
personnel to perform their functions effectively.
1. To help the nursing personnel to perform correct
methods and procedures with understanding.
2. Establishing standards and quality of nursing
3. Procedure to skill nurses to skilled nurses.
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
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
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
Standard XI – systematic enquiring
Nursing staff development educators encourage systematic
inquiry and applications of the results into nursing practice.
Potential difficulties in staff development &
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
IN- SERVICE CONTINUIN
of the facilities
Hand out or
Induction orientation In-service Continuing Management Organization
Training Education education training development