SlideShare a Scribd company logo
1 of 58
IN SERVICE EDUCATION
IN SERVICE
EDUCATION
UNIT -5
In service education
• • Nature & scope of in-service education program
• • Organization of in service education
• • Principles of adult learning,
• • Planning for in-service education program, techniques,
methods & evaluation of staff education , Program,
Staff
Development
Programme
in Nursing
INTRODUCTION
• For any organization to be effective needs 5M’s i.e men, money, material,
methods and machines. It is more of men duly qualified than any other factors
which determines the quality and quantity of performance. Even the
contribution of other M’s to perform depends upon their manipulation by
men/staff.
• The staff is the key to the development and success of organization. In the
nursing organization one of the important duties of nursing managers is
staff development for improving the quality of nursing care. If staff
development is designed and implemented based on proper principles and
nurses needs, it can lead to the improvement of nursing care.
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.
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)
Needs for staff Development:
• Social change
• 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.
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.
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.
Objectives cont…..
• To 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 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
STAFF DEVELOPMENT PROGRAM, HEALTH
CARE ORGANIZATION MODEL
Assessing
Competency
Maintaining
Competency
Developing
competency
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
Types of Staff Development:
 Induction Training.
 Job Orientation.
 In service education
 Continuing education
 Training for special function
TYPES CONT…
Induction Training
Induction training { 3 days }
• It is a brief standardized introduction to an agency
philosophy, purposes, policies and regulations given
to each workers during his or her first 2-3 days of
employment in order to ensure his /her identification
with agency , philosophy, goals, & norms.
Need of induction training
Improved employee morale and
Increased productivity.
TYPES CONT…
Job Orientation.
"A good beginning is half the battle!"
JOB ORIENTATION { 2– 24 WEEKS}
The process of creating awareness with an
individual of his/her roles, responsibilities
and relationships in the new work
situation.
Types of orientation
• General orientation
• Specific orientation
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
• Help new employee in solving initial problems and adjust the new
situation/environment,
CONTENT OF AN ORIENTATION PROGRAMME
• The organization and its environment
• Policies, rules and regulation
• Personnel
• Services
• Functions to be undertaken
TYPES CONT..
In service education
INSERVICE EDUCATION
What is In-Service Education?
• Planned educational experience provided on the job
setting and closely identified with service in order to
help a person perform more effectively.
- National League of Nurses
• All educational activities planned and organized by the
employer for the employees to assist them in learning
and furthering the knowledge and skill required for the
achievements of the specific purpose of the employing
agencies or the organization.
- ANA
• An on-going and on the job instructions given to
enhance the workers performance in the present
job
• Education delivered in a structured setting that
enables one to become more competent
professionally, that is, to further develop
technical subject matter competencies to keep
abreast of and, if possible, ahead of change,
and to explore educational and technological
content and processes in varying depth and to
extend personal competencies.
• Given by employing agency for the purpose of
improving present job performance
Philosophy/
We believe that –
• In-Service Education is based on the needs
of the learner
• It is planned, flexible and dynamic
• It is simple and practical
• It is purposeful and participative
• It is employee, job and product oriented
Definition { 2—8 HOURS}
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-
service education
Closely identified with
services
Help a
person’s to
improve
performanc
e effectively
Planned education
activities
Provided in
a job
setting
Nature & scope of in-service
education
• in service education is education intended
to support and assist the professional
development.
• For effective implementation of in-service
education programme the basic knowledge
of employee need to be kept in mind.
Objectives
• To provide opportunity for individual to promote the personal growth and
development of the workers
• Provide employee to develop to their fullest potentials
• Update the knowledge of health personnel for ongoing practice
• Acquire professional abilities that maximize clinical improvement
• Stimulate and develop occupational interest in the staff
• Maintain and improve job satisfaction of staff & increase the
professional confidence
• Develop a team attitude
NEED FOR ISE
• Increased knowledge & expanding technology
• Nurse’s role expansion
• Gain in professional status
• Job satisfaction
• Pop mobility – Increased turn over
• Changing role of hospital (curative to preventive &
promotive)
• Changing nature of nursing
• Clinical content (technological advances)
• Need for gain in professional status
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.
Steps in Developing In-Service Program
Participant Resources
Community &
Professional needs
Evaluation
Objectives, Participant,
Method, Content
Participant’s
program Recording
Participant’s
Program Follow up
Assessment
Planning
Implementation
Evaluation of ISE programme
Benefits –
• Helps determine the achievement of goals
• Helps the success / failure of the programme
• Indicates needed change for improvement
• Helps set realistic goals
DRAWBACKS OF IN-SERVICE EDUCATION
• Errors of staff devt officer – Acts on pressure
• Voluntary candidates take things easy
• Norms of old behaviour interferes with new
behaviour
• Consultant errors – Relationship with
consultant and client (time, money,
expectations of the two)
ORGANIZATION FOR ISE
Centralized ISE
Advantage -
Facilitates budget control and evaluation
Committees work on specific problems identified by the
administration
 Disadvantage -
Needs of the actual work situation not met
Reduces spontaneous, interested participation and
enthusiasm
Lesser ability to determine the specific learning needs
Inability to meet the varying needs of individual persons
Decentralized ISE
• Advantage -
 Planned for those who work together (by obtaining feedback from
them)
 Sharing for common goals
 More self direction, initiative & participation
 Planned around relevant interests of employees
 Classes related to clinical problems
• Disadvantage -
 Lack of leadership: conflicts, inefficiency
 Difficult budgeting
 Duplication of efforts
 Authority level obstruction
Coordinated approach
– Compromise between centralized and decentralized
approach
• Advantage -
 Coordination improved
 Duplication avoided
 Unity of efforts maintained
 Nursing administrators and practitioners complement each other
 Mutual cooperation & assistance
 Disadvantage -
 Lack of leadership: conflicts, inefficiency
 Difficult budgeting
Conditions for Success of
In-Service Program
• Must be planned and carried out by all concerned
• Must be based on organizational philosophy
• Must be realistic and applicable in terms of human and
material resources, time, place
 Have approval and support of administration
 Have attendance and participation of personnel concerned
• Institution must provide opportunities for relearning and
growth through planned/ formal programs
• Proper arrangement for accommodation and welfare
measures
PLANNING FOR ISE PROGRAMME
• Broad planning by departments and committees
• Specific planning by the individual
• Base on
 Worker needs – Felt need
- Proposed need
 Group review –
• Steps According to Knowles –
 Identify a model of desired competencies
 Assess the achievement a the present level
 Identify the gaps between ‘where we are now’… and
‘where we want to be’..
PLANNING FOR ISE PROGRAMME
• Identify needs
• Formulate objectives
• Define topic
• Design learning experiences / plan—
teaching plan—time schedule--- staff
assignment
• Implantation
• Evaluation & follow up
•
TYPES CONT…
Continuing education
Formal ,organized, educational programme, designed to promote the knowledge ,
skills, and professional attitude of staff.
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
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
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.
CONT…
Training for specific function
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.
Types of skills
 Psychomotor skill
 Cognitive skill
 Teaching skills
 Affective skill
 Communication skill
 Supervisory skills
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
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.
METHODS OF DELIVERING SDP
INDUCTION JOB
ORIENTATIO
N
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.
ROLE OF ADMINISTRATOR IN STAFF
DEVELOPMENT
• Helping employees learn new skills or
information.
• As a teacher
• As a resource person/supervisor
• As a counselor
• As a role model
• Act as a evaluator
• Act as a organizer
• Act as a motivator
PROGRAMMES FOR STAFF DEVELOPMENT
• 1. ORIENTATION PROGRAMME
• 2. SKILL TRAINING PROGRAMME
• 3. LEADERSHIP AND MANAGEMENT
DEVELOPMENT
• 4. CONTINUING EDUCATION
Evaluation of staff development
programme
Evaluation
• It is the process of finding out how the
development or training process has
affected the individual, team, and the
organization.
Types of evaluation
• Formative E. { done at intervals}
• Summative E. { done at the end of the
programme or conclusion, or overall
Thanx

More Related Content

What's hot

supervision in nursing
supervision in nursing supervision in nursing
supervision in nursing
Glory Supriya
 
Budgeting for nursing education and institution
Budgeting for nursing education and institutionBudgeting for nursing education and institution
Budgeting for nursing education and institution
Binal Patel
 
Evaluation of educational programs in nursing
Evaluation of educational programs in nursingEvaluation of educational programs in nursing
Evaluation of educational programs in nursing
Navjyot Singh
 
Evaluation in nursing education
Evaluation in nursing educationEvaluation in nursing education
Evaluation in nursing education
Aaron Gogate
 

What's hot (20)

Staff development & welfare
Staff development & welfareStaff development & welfare
Staff development & welfare
 
Job description nursing personnel
Job  description  nursing  personnelJob  description  nursing  personnel
Job description nursing personnel
 
quality of nursing care and services
quality of nursing care and servicesquality of nursing care and services
quality of nursing care and services
 
Continuing education in nursing
Continuing education in nursingContinuing education in nursing
Continuing education in nursing
 
Nursing audit
Nursing auditNursing audit
Nursing audit
 
Staff development programme
Staff development programmeStaff development programme
Staff development programme
 
supervision in nursing
supervision in nursing supervision in nursing
supervision in nursing
 
Role of nurse manager
Role of nurse managerRole of nurse manager
Role of nurse manager
 
Budgeting for nursing education and institution
Budgeting for nursing education and institutionBudgeting for nursing education and institution
Budgeting for nursing education and institution
 
Training in staff development of nursing
Training in staff development of nursingTraining in staff development of nursing
Training in staff development of nursing
 
Recruitment (Nursing Management)
Recruitment (Nursing Management)Recruitment (Nursing Management)
Recruitment (Nursing Management)
 
Performance appraisal- Nursing Management
Performance appraisal- Nursing ManagementPerformance appraisal- Nursing Management
Performance appraisal- Nursing Management
 
Role of nursing personnel in material management
Role of nursing personnel in material managementRole of nursing personnel in material management
Role of nursing personnel in material management
 
Human Resource Management- Nursing Management
Human Resource Management- Nursing ManagementHuman Resource Management- Nursing Management
Human Resource Management- Nursing Management
 
Performance appraisal
Performance appraisalPerformance appraisal
Performance appraisal
 
Nursing career oppourtunities
Nursing career oppourtunitiesNursing career oppourtunities
Nursing career oppourtunities
 
Job discription of nursing personnel
Job discription of nursing personnelJob discription of nursing personnel
Job discription of nursing personnel
 
Supervision santhosh
Supervision santhoshSupervision santhosh
Supervision santhosh
 
Evaluation of educational programs in nursing
Evaluation of educational programs in nursingEvaluation of educational programs in nursing
Evaluation of educational programs in nursing
 
Evaluation in nursing education
Evaluation in nursing educationEvaluation in nursing education
Evaluation in nursing education
 

Similar to In Service Education

Staff development-programme-in-nursing
Staff development-programme-in-nursingStaff development-programme-in-nursing
Staff development-programme-in-nursing
Kiran
 
Staff development for educator
Staff development for educatorStaff development for educator
Staff development for educator
Kiran
 
Unit -3 Employee training and development.pptx
Unit -3 Employee training and development.pptxUnit -3 Employee training and development.pptx
Unit -3 Employee training and development.pptx
karkiash
 

Similar to In Service Education (20)

Staff develpoment presentation
Staff develpoment presentationStaff develpoment presentation
Staff develpoment presentation
 
In service edn
In service ednIn service edn
In service edn
 
in service education.pptxNature & scope of in-service education program , org...
in service education.pptxNature & scope of in-service education program , org...in service education.pptxNature & scope of in-service education program , org...
in service education.pptxNature & scope of in-service education program , org...
 
staff Skill development.pptx
staff Skill development.pptxstaff Skill development.pptx
staff Skill development.pptx
 
Staff development
Staff developmentStaff development
Staff development
 
Staff developement
Staff developementStaff developement
Staff developement
 
Staff development-programme-in-nursing
Staff development-programme-in-nursingStaff development-programme-in-nursing
Staff development-programme-in-nursing
 
STAFF DEVELOPMENTAL PROGRAM.
STAFF DEVELOPMENTAL PROGRAM.STAFF DEVELOPMENTAL PROGRAM.
STAFF DEVELOPMENTAL PROGRAM.
 
Staff development programme
Staff development programmeStaff development programme
Staff development programme
 
Staff development for educator
Staff development for educatorStaff development for educator
Staff development for educator
 
STAFF DEVELOPMENT IN NURSING
STAFF DEVELOPMENT IN NURSINGSTAFF DEVELOPMENT IN NURSING
STAFF DEVELOPMENT IN NURSING
 
Staff development
Staff  developmentStaff  development
Staff development
 
In Service Education
In Service Education In Service Education
In Service Education
 
STAFF DEVELOPMENT PROGRAMME
STAFF DEVELOPMENT PROGRAMME STAFF DEVELOPMENT PROGRAMME
STAFF DEVELOPMENT PROGRAMME
 
Unit -3 Employee training and development.pptx
Unit -3 Employee training and development.pptxUnit -3 Employee training and development.pptx
Unit -3 Employee training and development.pptx
 
Staff development
Staff developmentStaff development
Staff development
 
Staff development programme
Staff development programmeStaff development programme
Staff development programme
 
Employee training
Employee trainingEmployee training
Employee training
 
Staff development programme
Staff development programmeStaff development programme
Staff development programme
 
Training&development
Training&developmentTraining&development
Training&development
 

More from DR .PALLAVI PATHANIA

More from DR .PALLAVI PATHANIA (20)

BLS/BASIC LIFE SUPPORT Module ............
BLS/BASIC LIFE SUPPORT Module ............BLS/BASIC LIFE SUPPORT Module ............
BLS/BASIC LIFE SUPPORT Module ............
 
Cardiac Failure, Cardiac Shock, Cardiac Arrest, PPT
Cardiac Failure, Cardiac Shock, Cardiac Arrest,  PPTCardiac Failure, Cardiac Shock, Cardiac Arrest,  PPT
Cardiac Failure, Cardiac Shock, Cardiac Arrest, PPT
 
Diabetes Care Module
Diabetes Care ModuleDiabetes Care Module
Diabetes Care Module
 
ANATOMY AND PHYSIOLOGY UNIT 1 {PART-2}
ANATOMY AND PHYSIOLOGY UNIT 1 {PART-2}ANATOMY AND PHYSIOLOGY UNIT 1 {PART-2}
ANATOMY AND PHYSIOLOGY UNIT 1 {PART-2}
 
ANATOMY AND PHYSIOLOGY UNIT 1 { PART-1}
ANATOMY AND PHYSIOLOGY UNIT 1 { PART-1}ANATOMY AND PHYSIOLOGY UNIT 1 { PART-1}
ANATOMY AND PHYSIOLOGY UNIT 1 { PART-1}
 
COMMUNIABLE DISEASE.pptx
COMMUNIABLE DISEASE.pptxCOMMUNIABLE DISEASE.pptx
COMMUNIABLE DISEASE.pptx
 
Nursing Mangement on occupational and industrial disorders [Autosaved].pptx
Nursing Mangement on occupational and industrial disorders [Autosaved].pptxNursing Mangement on occupational and industrial disorders [Autosaved].pptx
Nursing Mangement on occupational and industrial disorders [Autosaved].pptx
 
Congenital ACYNOTIC HEART DISEASE -2.
Congenital ACYNOTIC HEART DISEASE -2.Congenital ACYNOTIC HEART DISEASE -2.
Congenital ACYNOTIC HEART DISEASE -2.
 
Congenital CYNOTIC HEART DISEASE -1.
Congenital CYNOTIC HEART DISEASE -1.Congenital CYNOTIC HEART DISEASE -1.
Congenital CYNOTIC HEART DISEASE -1.
 
Dialysis.
Dialysis.Dialysis.
Dialysis.
 
GENITO-URINARY SYSTEM DISORDERS PART-2
GENITO-URINARY SYSTEM DISORDERS PART-2GENITO-URINARY SYSTEM DISORDERS PART-2
GENITO-URINARY SYSTEM DISORDERS PART-2
 
GENITO-URINARY SYSTEM DISORDERS PART-1.
GENITO-URINARY SYSTEM DISORDERS PART-1.GENITO-URINARY SYSTEM DISORDERS PART-1.
GENITO-URINARY SYSTEM DISORDERS PART-1.
 
Genitourinary System Anatomy and Physiology..pptx
Genitourinary System Anatomy and Physiology..pptxGenitourinary System Anatomy and Physiology..pptx
Genitourinary System Anatomy and Physiology..pptx
 
ENT Disorders.ppt
ENT Disorders.pptENT Disorders.ppt
ENT Disorders.ppt
 
Nursing mangement on occupational and industrial disorders [Autosaved].pptx
Nursing mangement on occupational and industrial disorders [Autosaved].pptxNursing mangement on occupational and industrial disorders [Autosaved].pptx
Nursing mangement on occupational and industrial disorders [Autosaved].pptx
 
Anatomy of Circulatory system and lymphatic system
Anatomy of Circulatory system and lymphatic system Anatomy of Circulatory system and lymphatic system
Anatomy of Circulatory system and lymphatic system
 
Anatomy and Physiology on the musculoskeletal system
Anatomy and Physiology on the musculoskeletal system Anatomy and Physiology on the musculoskeletal system
Anatomy and Physiology on the musculoskeletal system
 
Anatomy and physiologyof skin
Anatomy and physiologyof skinAnatomy and physiologyof skin
Anatomy and physiologyof skin
 
Blood Disorders
Blood DisordersBlood Disorders
Blood Disorders
 
Teaching METHOD symposium
 Teaching METHOD symposium Teaching METHOD symposium
Teaching METHOD symposium
 

Recently uploaded

Recently uploaded (8)

UX in an Agile World - Scrum Gathering
UX in an Agile World -   Scrum GatheringUX in an Agile World -   Scrum Gathering
UX in an Agile World - Scrum Gathering
 
Mastering Agility_ Unveiling the Power of Agile Project Management.pdf
Mastering Agility_ Unveiling the Power of Agile Project Management.pdfMastering Agility_ Unveiling the Power of Agile Project Management.pdf
Mastering Agility_ Unveiling the Power of Agile Project Management.pdf
 
Team Dynamics: A Journey to Excellence
Team Dynamics: A Journey to ExcellenceTeam Dynamics: A Journey to Excellence
Team Dynamics: A Journey to Excellence
 
Presentation On "Yusuf Ibn Tashfin" a true leader (1061 to 1106)_ prepared by...
Presentation On "Yusuf Ibn Tashfin" a true leader (1061 to 1106)_ prepared by...Presentation On "Yusuf Ibn Tashfin" a true leader (1061 to 1106)_ prepared by...
Presentation On "Yusuf Ibn Tashfin" a true leader (1061 to 1106)_ prepared by...
 
Travis Hills of Minnesota Leads Livestock Water and Energy in Sustainable Inn...
Travis Hills of Minnesota Leads Livestock Water and Energy in Sustainable Inn...Travis Hills of Minnesota Leads Livestock Water and Energy in Sustainable Inn...
Travis Hills of Minnesota Leads Livestock Water and Energy in Sustainable Inn...
 
Management 13th Edition by Richard L. Daft test bank.docx
Management 13th Edition by Richard L. Daft test bank.docxManagement 13th Edition by Richard L. Daft test bank.docx
Management 13th Edition by Richard L. Daft test bank.docx
 
TEST BANK for Operations Management, 14th Edition by William J. Stevenson,.pdf
TEST BANK for Operations Management, 14th Edition by William J. Stevenson,.pdfTEST BANK for Operations Management, 14th Edition by William J. Stevenson,.pdf
TEST BANK for Operations Management, 14th Edition by William J. Stevenson,.pdf
 
Leading People - Harvard Manage Mentor Certificate
Leading People - Harvard Manage Mentor CertificateLeading People - Harvard Manage Mentor Certificate
Leading People - Harvard Manage Mentor Certificate
 

In Service Education

  • 1. IN SERVICE EDUCATION IN SERVICE EDUCATION UNIT -5
  • 2. In service education • • Nature & scope of in-service education program • • Organization of in service education • • Principles of adult learning, • • Planning for in-service education program, techniques, methods & evaluation of staff education , Program,
  • 4. INTRODUCTION • For any organization to be effective needs 5M’s i.e men, money, material, methods and machines. It is more of men duly qualified than any other factors which determines the quality and quantity of performance. Even the contribution of other M’s to perform depends upon their manipulation by men/staff. • The staff is the key to the development and success of organization. In the nursing organization one of the important duties of nursing managers is staff development for improving the quality of nursing care. If staff development is designed and implemented based on proper principles and nurses needs, it can lead to the improvement of nursing care.
  • 5. 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.
  • 6. 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)
  • 7. Needs for staff Development: • Social change • 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.
  • 8. 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.
  • 9. 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.
  • 10. Objectives cont….. • To 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.
  • 11. 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
  • 12. STAFF DEVELOPMENT PROGRAM, HEALTH CARE ORGANIZATION MODEL Assessing Competency Maintaining Competency Developing competency
  • 13. 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
  • 14. Types of Staff Development:  Induction Training.  Job Orientation.  In service education  Continuing education  Training for special function
  • 16. Induction training { 3 days } • It is a brief standardized introduction to an agency philosophy, purposes, policies and regulations given to each workers during his or her first 2-3 days of employment in order to ensure his /her identification with agency , philosophy, goals, & norms.
  • 17. Need of induction training Improved employee morale and Increased productivity.
  • 18. TYPES CONT… Job Orientation. "A good beginning is half the battle!"
  • 19. JOB ORIENTATION { 2– 24 WEEKS} The process of creating awareness with an individual of his/her roles, responsibilities and relationships in the new work situation.
  • 20. Types of orientation • General orientation • Specific orientation
  • 21. 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 • Help new employee in solving initial problems and adjust the new situation/environment,
  • 22. CONTENT OF AN ORIENTATION PROGRAMME • The organization and its environment • Policies, rules and regulation • Personnel • Services • Functions to be undertaken
  • 25. What is In-Service Education? • Planned educational experience provided on the job setting and closely identified with service in order to help a person perform more effectively. - National League of Nurses • All educational activities planned and organized by the employer for the employees to assist them in learning and furthering the knowledge and skill required for the achievements of the specific purpose of the employing agencies or the organization. - ANA
  • 26. • An on-going and on the job instructions given to enhance the workers performance in the present job • Education delivered in a structured setting that enables one to become more competent professionally, that is, to further develop technical subject matter competencies to keep abreast of and, if possible, ahead of change, and to explore educational and technological content and processes in varying depth and to extend personal competencies. • Given by employing agency for the purpose of improving present job performance
  • 27. Philosophy/ We believe that – • In-Service Education is based on the needs of the learner • It is planned, flexible and dynamic • It is simple and practical • It is purposeful and participative • It is employee, job and product oriented
  • 28. Definition { 2—8 HOURS} 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. Concept of in- service education Closely identified with services Help a person’s to improve performanc e effectively Planned education activities Provided in a job setting
  • 30. Nature & scope of in-service education • in service education is education intended to support and assist the professional development. • For effective implementation of in-service education programme the basic knowledge of employee need to be kept in mind.
  • 31. Objectives • To provide opportunity for individual to promote the personal growth and development of the workers • Provide employee to develop to their fullest potentials • Update the knowledge of health personnel for ongoing practice • Acquire professional abilities that maximize clinical improvement • Stimulate and develop occupational interest in the staff • Maintain and improve job satisfaction of staff & increase the professional confidence • Develop a team attitude
  • 32. NEED FOR ISE • Increased knowledge & expanding technology • Nurse’s role expansion • Gain in professional status • Job satisfaction • Pop mobility – Increased turn over • Changing role of hospital (curative to preventive & promotive) • Changing nature of nursing • Clinical content (technological advances) • Need for gain in professional status
  • 33. 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.
  • 34. Steps in Developing In-Service Program Participant Resources Community & Professional needs Evaluation Objectives, Participant, Method, Content Participant’s program Recording Participant’s Program Follow up Assessment Planning Implementation
  • 35. Evaluation of ISE programme Benefits – • Helps determine the achievement of goals • Helps the success / failure of the programme • Indicates needed change for improvement • Helps set realistic goals
  • 36. DRAWBACKS OF IN-SERVICE EDUCATION • Errors of staff devt officer – Acts on pressure • Voluntary candidates take things easy • Norms of old behaviour interferes with new behaviour • Consultant errors – Relationship with consultant and client (time, money, expectations of the two)
  • 38. Centralized ISE Advantage - Facilitates budget control and evaluation Committees work on specific problems identified by the administration  Disadvantage - Needs of the actual work situation not met Reduces spontaneous, interested participation and enthusiasm Lesser ability to determine the specific learning needs Inability to meet the varying needs of individual persons
  • 39. Decentralized ISE • Advantage -  Planned for those who work together (by obtaining feedback from them)  Sharing for common goals  More self direction, initiative & participation  Planned around relevant interests of employees  Classes related to clinical problems • Disadvantage -  Lack of leadership: conflicts, inefficiency  Difficult budgeting  Duplication of efforts  Authority level obstruction
  • 40. Coordinated approach – Compromise between centralized and decentralized approach • Advantage -  Coordination improved  Duplication avoided  Unity of efforts maintained  Nursing administrators and practitioners complement each other  Mutual cooperation & assistance  Disadvantage -  Lack of leadership: conflicts, inefficiency  Difficult budgeting
  • 41. Conditions for Success of In-Service Program • Must be planned and carried out by all concerned • Must be based on organizational philosophy • Must be realistic and applicable in terms of human and material resources, time, place  Have approval and support of administration  Have attendance and participation of personnel concerned • Institution must provide opportunities for relearning and growth through planned/ formal programs • Proper arrangement for accommodation and welfare measures
  • 42. PLANNING FOR ISE PROGRAMME • Broad planning by departments and committees • Specific planning by the individual • Base on  Worker needs – Felt need - Proposed need  Group review – • Steps According to Knowles –  Identify a model of desired competencies  Assess the achievement a the present level  Identify the gaps between ‘where we are now’… and ‘where we want to be’..
  • 43. PLANNING FOR ISE PROGRAMME • Identify needs • Formulate objectives • Define topic • Design learning experiences / plan— teaching plan—time schedule--- staff assignment • Implantation • Evaluation & follow up •
  • 44. TYPES CONT… Continuing education Formal ,organized, educational programme, designed to promote the knowledge , skills, and professional attitude of staff.
  • 45. 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
  • 46. 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
  • 47. 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.
  • 49. 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.
  • 50. Types of skills  Psychomotor skill  Cognitive skill  Teaching skills  Affective skill  Communication skill  Supervisory skills
  • 51. 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
  • 52. 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.
  • 53. METHODS OF DELIVERING SDP INDUCTION JOB ORIENTATIO N 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.
  • 54. ROLE OF ADMINISTRATOR IN STAFF DEVELOPMENT • Helping employees learn new skills or information. • As a teacher • As a resource person/supervisor • As a counselor • As a role model • Act as a evaluator • Act as a organizer • Act as a motivator
  • 55. PROGRAMMES FOR STAFF DEVELOPMENT • 1. ORIENTATION PROGRAMME • 2. SKILL TRAINING PROGRAMME • 3. LEADERSHIP AND MANAGEMENT DEVELOPMENT • 4. CONTINUING EDUCATION
  • 56. Evaluation of staff development programme Evaluation • It is the process of finding out how the development or training process has affected the individual, team, and the organization.
  • 57. Types of evaluation • Formative E. { done at intervals} • Summative E. { done at the end of the programme or conclusion, or overall
  • 58. Thanx