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Staff development programme

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Staff development programme

  1. 1. Staff Development Programme in Nursing
  2. 2. Meaning 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 Development.
  3. 3. Definition: 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)
  4. 4. 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.
  5. 5. Need cont…… 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 employee To move ahead or keep up with change. Fast changing technologies Need to increase the productivity and quality of the work. To motivate employees and to promote employee loyalty Fast growing organizations.
  6. 6. Goals: 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 advancement.
  7. 7. Objectives  To increase employee productivity.  To ensure safe and effective patient care by nurses.  To ensure satisfactory job performance by personnel.  To orient the personnel to care objectives, job duties, personnel policies, and agency regulations.
  8. 8. Objectives cont…..  To help employees cope with new practice role.  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.
  9. 9. Function of Staff Development Provide Educational activities for all nurses employed by the health care agency directed towards change behavior related to role expectations. It concerned with growth and development of personnel from their initial contact with a healthcare agency until termination of service
  10. 10. Staff development program, health care organization model Assessing Competency Maintaining Competency Developing competency
  11. 11. Steps of staff development program Assess the educational needs of all staff members Set priority 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
  12. 12. Resources  Public libraries, audiovisual program in addition to many books and computers, research activities and speakers to community groups.  Schools and universities  Association  Health and inter service agency  Other nursing homes  Ones own staff
  13. 13. Administrative structure of a staff development program: Administrative philosophy, policies & practices of health care agency.  Policies, practices and standards of nursing & other health professionals.  Human & material resources  Physical facilities Financial resources
  14. 14. Centralization v/s Decentralization: Qualification of Staff development
  15. 15. Role: 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. 
  16. 16. Types of Staff Development:  Induction Training.  Job Orientation.  In service education  Continuing education  Training for special function
  17. 17. TYPES CONT… Induction Training
  18. 18. Need of induction training Increased retention of newly hire employees, Improved employee morale and Increased productivity.
  19. 19. Steps in induction 1. Tour of facilities 2. Introduction to the other employees, superiors and subordinates. 3. Description of organizational functions. 4. Departmental visit 5. Orientation to philosophy goals and objectives 6. Administration policies and procedures
  20. 20. INDUCTION CONT….  Techniques used in induction  Forms of induction   Internship   Preceptorship   Mentorship
  21. 21. TYPES CONT… Job Orientation. "A good beginning is half the battle!"
  22. 22. Meaning The process of creating awareness with an individual of his/her roles, responsibilities and relationships in the new work situation.
  23. 23. Components A new employee to his or her job setting so that he / she is aware of his/ her job responsibility and expectation. present employee to the job responsibilities of his/ her expanded/ enriched role. The old employees to the policy changes.
  24. 24. Types of orientation  General orientation  Specific orientation
  25. 25. IMPORTANCE OF ORIENTATION PROGRAMME  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  Eliminates   Learning by trail and error   Passing of incorrect information by old employees and peers.   Reduces misinterpretation   Mistakes and confusion   Apprehension  Help new employee in solving initial problems and adjust the new situation/environment,  Acquaints her with personnel services readily with in the institution/community
  26. 26. CONTENT OF AN ORIENTATION PROGRAMME  The origination and its environment  Policies, rules and regulation  Personnel  Services  Functions to be undertaken
  27. 27. TYPES CONT.. In service education
  28. 28. Definition 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.
  29. 29. Concept of in- service education Closely identified with services Help a person’s to improve performance effectively Planned education activities Provided in a job setting
  30. 30. Need 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 increased.
  31. 31. Objective  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.
  32. 32. 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.
  33. 33. TYPES CONT… Continuing education
  34. 34. Definition Continuing education is all the learning activities that occur after an individual has completed his basic education  - cooper  The education which builds a previous education is called continues education  -Shannon
  35. 35. 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 technologies  4.It develops interest, job satisfaction and confidence
  36. 36. Purpose of continuing education.  Enable a worker to move from satisfactory to excellent performance  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 research work.
  37. 37. 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 technologies emerge  To acquire specialized skill for professional.
  38. 38. CONT… Training for specific function
  39. 39. Definition This is concerned with developing expert technical or manual skills, communication and helps the personnel to perform their functions effectively. Objectives 1. To help the nursing personnel to perform correct methods and procedures with understanding. 2. Establishing standards and quality of nursing services. 3. Procedure to skill nurses to skilled nurses.
  40. 40. Types of skills        Psychomotor skill        Cognitive skill        Teaching skills        Affective skill        Communication skill        Supervisory skills
  41. 41. 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
  42. 42. 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  step.  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
  43. 43. Standards of staff development  programme (ANA) 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.
  44. 44. 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
  45. 45. 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  growth. Standard XI – systematic enquiring  Nursing  staff  development  educators  encourage  systematic  inquiry and applications of the results into nursing practice.
  46. 46. Potential difficulties in staff development &  training activities  Lack of time Inadequate resources at disposal Under-funded training budgets Conflicting priorities 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.
  47. 47. METHODS OF DELIVERING SDP INDUCTION  JOB  ORIENTATI ON  IN- SERVICE  CONTINUIN G  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  Corresponden ce course  Formal course  Clinical  research  TRAINING  FOR SKILL  Demonstratio n  Discussion  Role-play  method. 
  48. 48. Induction orientation In-service Continuing Management Organization Training Education education training development

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