The document discusses standards for evaluating nursing services to achieve certification from the National Accreditation Board for Hospitals and Healthcare Providers (NABH) in India. It addresses 7 areas of nursing excellence: nursing resource management, nursing care of patients, management of medication, education and communication, infection control practices, empowerment and governance, and nursing quality indicators. Standards are provided for nursing resource management, including maintaining adequate nurse staffing levels according to guidelines, new nurse orientation processes, and performance management. Maintaining proper nurse staffing levels and skill mix is important to provide quality patient care.
The document provides information on nursing service administration. It defines nursing services as aiming to provide prevention of disease and promotion of health. The objectives of nursing service management are to initiate human relationships among nursing personnel, establish staffing patterns, develop communication and evaluation systems, and participate in programs. It discusses factors that influence patient care like the type of service, nurse experience, physical facilities, and standards of care. The organization of nursing services is outlined from the chief nursing officer down to nursing staff. Human resource management in nursing aims to motivate employees to contribute to organizational goals through functions like policy creation, recruitment, training, and staff appraisal. Job descriptions are important for analysis, recruitment, and staff development. The role of the nurse administrator is
This document provides an overview of nursing care, including its history, roles, functions, organizational structure, objectives, job descriptions, norms, registers, training, ratios, procedures, and ward management. Key points include that nursing aims to promote health and prevent illness; Florence Nightingale is considered the pioneer of modern nursing; roles include caregiving, decision making, communicating, and teaching; factors to consider in planning include patient numbers, services needed, and facilities; and components of ward management are patient care, personnel management, supplies/equipment, and environment.
The document discusses the roles and responsibilities of nursing services in a hospital. It outlines the organization of nursing which focuses on patient care and education. Nursing services are categorized into nursing care, administration, and education. The roles involve ensuring quality care, staff management, monitoring performance, and maintaining standards. Different nursing approaches and methods like functional, team, and patient care are explained.
The document discusses staffing norms and processes for nursing staff. It defines staffing as determining the acceptable number and mix of nursing personnel to provide a desired level of care. It then outlines the various functions and steps involved in staffing, including identifying service needs, determining personnel categories, predicting staffing needs, recruiting and selecting personnel, and assigning responsibilities. The document also discusses factors that affect staffing and objectives of nursing staffing. Finally, it provides norms for nursing staffing levels from organizations like the Indian Nursing Council.
This document discusses patient classification systems (PCS). It defines PCS as a method to group patients based on their nursing care needs. The purposes of PCS include determining nursing staffing needs and workload. There are different types of PCS, including descriptive systems, checklist systems, and time-based systems. Effective PCS groups patients into categories based on factors like acuity, dependency, and time required for care. PCS are important for quality care, staff satisfaction, and monitoring standards.
The document discusses NABH Nursing Excellence Standards presented by a Nursing Officer. It covers the vision and scope of NABH, which includes accreditation of healthcare facilities and quality promotion initiatives. Nursing excellence is measured according to 7 standards including nursing resource management, nursing care of patients, management of medication, education/communication, infection control, empowerment/governance, and quality indicators. Key aspects of nursing resource management standards are ensuring adequate staffing levels and ratios according to workload, induction and continuous training of nursing staff, performance management processes, and workplace safety.
This document outlines several factors that affect ward management, including patient housing areas, sizes of rooms, locations of nursing stations, treatment rooms, clean and dirty utility rooms, dining areas, and bathrooms. It also describes different types of ward layouts such as open, Nightingale, Riggs, unilateral Riggs, and bilateral wards. Finally, it lists strategies for effective ward management like team spirit, positive reinforcement, economic working conditions, unity in following rules and regulations, orientation for new staff, ongoing education, guidance, and a trained administrator.
The document provides information on nursing service administration. It defines nursing services as aiming to provide prevention of disease and promotion of health. The objectives of nursing service management are to initiate human relationships among nursing personnel, establish staffing patterns, develop communication and evaluation systems, and participate in programs. It discusses factors that influence patient care like the type of service, nurse experience, physical facilities, and standards of care. The organization of nursing services is outlined from the chief nursing officer down to nursing staff. Human resource management in nursing aims to motivate employees to contribute to organizational goals through functions like policy creation, recruitment, training, and staff appraisal. Job descriptions are important for analysis, recruitment, and staff development. The role of the nurse administrator is
This document provides an overview of nursing care, including its history, roles, functions, organizational structure, objectives, job descriptions, norms, registers, training, ratios, procedures, and ward management. Key points include that nursing aims to promote health and prevent illness; Florence Nightingale is considered the pioneer of modern nursing; roles include caregiving, decision making, communicating, and teaching; factors to consider in planning include patient numbers, services needed, and facilities; and components of ward management are patient care, personnel management, supplies/equipment, and environment.
The document discusses the roles and responsibilities of nursing services in a hospital. It outlines the organization of nursing which focuses on patient care and education. Nursing services are categorized into nursing care, administration, and education. The roles involve ensuring quality care, staff management, monitoring performance, and maintaining standards. Different nursing approaches and methods like functional, team, and patient care are explained.
The document discusses staffing norms and processes for nursing staff. It defines staffing as determining the acceptable number and mix of nursing personnel to provide a desired level of care. It then outlines the various functions and steps involved in staffing, including identifying service needs, determining personnel categories, predicting staffing needs, recruiting and selecting personnel, and assigning responsibilities. The document also discusses factors that affect staffing and objectives of nursing staffing. Finally, it provides norms for nursing staffing levels from organizations like the Indian Nursing Council.
This document discusses patient classification systems (PCS). It defines PCS as a method to group patients based on their nursing care needs. The purposes of PCS include determining nursing staffing needs and workload. There are different types of PCS, including descriptive systems, checklist systems, and time-based systems. Effective PCS groups patients into categories based on factors like acuity, dependency, and time required for care. PCS are important for quality care, staff satisfaction, and monitoring standards.
The document discusses NABH Nursing Excellence Standards presented by a Nursing Officer. It covers the vision and scope of NABH, which includes accreditation of healthcare facilities and quality promotion initiatives. Nursing excellence is measured according to 7 standards including nursing resource management, nursing care of patients, management of medication, education/communication, infection control, empowerment/governance, and quality indicators. Key aspects of nursing resource management standards are ensuring adequate staffing levels and ratios according to workload, induction and continuous training of nursing staff, performance management processes, and workplace safety.
This document outlines several factors that affect ward management, including patient housing areas, sizes of rooms, locations of nursing stations, treatment rooms, clean and dirty utility rooms, dining areas, and bathrooms. It also describes different types of ward layouts such as open, Nightingale, Riggs, unilateral Riggs, and bilateral wards. Finally, it lists strategies for effective ward management like team spirit, positive reinforcement, economic working conditions, unity in following rules and regulations, orientation for new staff, ongoing education, guidance, and a trained administrator.
Among the health care givers, the nursing team would certainly being aware of the qualifications and responsibilities of a head nurse,
on the road to health care quality improvement
Aims and objectives of nursing management, vision and mission statementNursing Path
The document discusses the aims, objectives, vision, and mission of nursing management. It provides definitions of vision as the strongly felt aim or calling that defines where the profession wants to be in the future, and mission as defining where the profession is currently going and its purpose. An effective mission statement should concentrate on the present, reflect the profession's purpose for existing, and provide ongoing guidance. Developing a clear vision and mission statement can help guide nursing practice and address current problems faced by the profession.
This document discusses nurse empowerment. It defines empowerment as giving power or authority to do something which allows for growth. Empowering nurses gives them power over their work, improves job satisfaction, and enhances patient outcomes. The document outlines guidelines and procedures for empowering nurses, such as recognizing their contributions, training them in skills like CPR, and allowing them to make independent decisions regarding patient care and safety. The conclusion states that while hospitals have policies on empowerment, more needs to be done to truly empower nurses and make them feel proud in their work.
The document discusses various approaches to estimating nursing staff requirements, including professional judgment, nurses per occupied bed, patient dependency, timed task/activity analysis, and regression-based systems. It provides details on activity analysis methodology, which involves collecting data on nursing interventions, tasks, and time spent to determine staffing needs. Several countries' workforce planning systems are also reviewed, such as mandatory nurse-to-patient ratios in the USA and Australia. The document concludes with India's nursing council norms for staffing hospitals and a comparison of those norms to standards at NIMHANS.
This document discusses methods for estimating nursing staff requirements through activity analysis. It begins by introducing the importance of having an orderly staffing methodology. Various approaches to classifying patients based on their care needs are described, such as completely dependent, partially dependent, and ambulatory. The document then shows how to calculate the estimated nursing hours required for each patient classification in different shifts. It provides an example of allocating nurses across morning, evening, and night shifts based on the workload and number of patients in each classification. The conclusion discusses different approaches to allocating nursing staff and importance of monitoring unit census data.
organization and functions of nursing services presentationPoojaMhalatkar
The document discusses the organization and functions of nursing services in a hospital setting. It defines key terms like hospital and outlines the aims of hospital planning. It then describes the typical organizational structure of a hospital's nursing services, including roles like the Director of Nursing, Nursing Supervisors, Head Nurse, and Staff Nurse. It also discusses requirements for space, staffing patterns, and the organization of nursing services at the hospital level.
1. The Staff Inspection Unit recommended nursing norms in 1991-1992 that determined nurse-patient ratios in central government hospitals.
2. The Bajaj Committee recommended establishing vocational training programs and health science universities to improve health manpower production and management.
3. A High Power Committee reviewed nursing roles, functions, preparation, services and made recommendations to improve the nursing profession in India.
This document discusses staffing and scheduling in nursing. It defines staffing as determining and assigning the right personnel to meet patient needs and accomplish organizational goals. The objectives of staffing include providing appropriate staffing levels and mixes, empowering head nurses, and delivering efficient care. Factors that influence staffing include patient acuity, staff qualifications, and financial resources. Staffing plans specify staffing levels by unit and shift. Effective scheduling aims to provide adequate coverage, maintain staff morale, maximize staff expertise, and organize unit work.
The document discusses the process of planning in hospital nursing management. It describes how the head nurse plans objectives and allocates resources for the nursing units and wards. Effective planning involves assessing patient needs, staffing, equipment, and coordinating care across units to deliver quality nursing services.
This document outlines the duties and functions of various nursing roles within a hospital. It describes the responsibilities of the Chief Nurse as the executive head of the Nursing Service. It also describes roles such as the Assistant Chief Nurse, ward supervisors, senior nurses in different departments like the operating room and intensive care unit, staff nurses, and operating room nurses. The roles involve responsibilities like management, supervision, administration, patient care, and maintaining records and standards.
Quality management in nursing professionSANJAY SIR
This document discusses quality management and continuous quality improvement in healthcare. It emphasizes that quality management aims to exceed patient expectations by managing processes and outcomes through data-driven strategies. Continuous quality improvement involves ongoing assessments to ensure service delivery meets best practices. Total quality management and Six Sigma methods are highlighted as approaches to systematically improve processes and reduce defects through employee involvement. Quality tools can help analyze causes of problems, processes, and outcomes to make informed decisions for improvement.
Current trends and issues in nursing administrationpraveenPatel57
This document discusses trends and issues in nursing administration, education, and practice. It outlines changes taking place in society, other professions like medicine, and within nursing itself. Key trends include pursuing higher nursing degrees, changes in working conditions and pay, and adoption of technologies like computers and mobile devices. Issues relate to nursing registration, diploma vs. degree qualifications, specialization, standards of care, and challenges in nursing education like inadequate facilities and shortage of teachers.
This document discusses different methods of patient assignment in nursing. It defines patient assignment as how the total work of a nursing unit is divided among personnel. The main methods discussed are: case method (one nurse cares for assigned patients per shift), functional method (work divided into tasks), team nursing (group of nurses care for patients led by team leader), primary nursing (one nurse cares for 4-6 patients 24/7 during hospitalization), and modular method (combines primary and team nursing). The document outlines advantages and disadvantages of each approach and factors to consider in patient assignment.
This document summarizes research on the relationship between nurse staffing levels and patient outcomes. It identifies several influential studies that found associations between higher nurse staffing levels and lower mortality rates, failure to rescue rates, and nosocomial infection rates. The document also discusses different approaches to establishing minimum nurse staffing standards and ratios. It concludes that simply requiring more nurses may not improve patient care without also enhancing working conditions and support for nurses.
The document discusses the National Accreditation Board for Hospitals & Healthcare Providers (NABH) and its Nursing Excellence certification program. It provides an overview of NABH, including that it has 10 chapters, 100 standards, and 683 objective elements. It then describes NABH Nursing Excellence, which contains 7 chapters and 48 standards focused on evaluating nursing services. The chapters cover topics like nursing resource management, nursing care of patients, management of medication, and nursing quality indicators. Obtaining NABH Nursing Excellence certification provides benefits like ensuring quality nursing care and services as well as opportunities for professional growth.
The document discusses factors that influence nursing staffing needs such as patient acuity levels and characteristics of the nursing team. It outlines a patient classification system to determine nursing care hours required based on patients' needs. A staffing formula is presented as an example to calculate the number of nursing personnel needed based on patient volume and nursing hours per patient at different acuity levels. Shift distributions and types of scheduling models are also reviewed.
This document discusses leadership in nursing. It defines leadership and outlines key qualities and roles of effective leaders such as vision, influence, and developing followers. It also discusses types of power, sources of power, and strategies for developing a powerful image. Finally, it examines different styles of leadership including autocratic, people-oriented, and permissive leadership.
These indicators included: Falls, Falls with Injury, Nursing Care Hours per Patient Day, Skill Mix, Pressure Ulcer Prevalence, and Hospital-Acquired Pressure Ulcer Prevalence.
This document discusses key concepts related to quality assurance in healthcare. It defines terms like quality, quality management, continuous quality improvement, and accreditation. It describes models for quality assurance like the Donabedian model and discusses factors that can affect quality assurance in nursing care. The document also outlines standards, indicators, and tools that can be used for quality control and improvement efforts. Overall, the document provides a comprehensive overview of the principles, approaches, and considerations involved in quality assurance programs for healthcare organizations.
Among the health care givers, the nursing team would certainly being aware of the qualifications and responsibilities of a head nurse,
on the road to health care quality improvement
Aims and objectives of nursing management, vision and mission statementNursing Path
The document discusses the aims, objectives, vision, and mission of nursing management. It provides definitions of vision as the strongly felt aim or calling that defines where the profession wants to be in the future, and mission as defining where the profession is currently going and its purpose. An effective mission statement should concentrate on the present, reflect the profession's purpose for existing, and provide ongoing guidance. Developing a clear vision and mission statement can help guide nursing practice and address current problems faced by the profession.
This document discusses nurse empowerment. It defines empowerment as giving power or authority to do something which allows for growth. Empowering nurses gives them power over their work, improves job satisfaction, and enhances patient outcomes. The document outlines guidelines and procedures for empowering nurses, such as recognizing their contributions, training them in skills like CPR, and allowing them to make independent decisions regarding patient care and safety. The conclusion states that while hospitals have policies on empowerment, more needs to be done to truly empower nurses and make them feel proud in their work.
The document discusses various approaches to estimating nursing staff requirements, including professional judgment, nurses per occupied bed, patient dependency, timed task/activity analysis, and regression-based systems. It provides details on activity analysis methodology, which involves collecting data on nursing interventions, tasks, and time spent to determine staffing needs. Several countries' workforce planning systems are also reviewed, such as mandatory nurse-to-patient ratios in the USA and Australia. The document concludes with India's nursing council norms for staffing hospitals and a comparison of those norms to standards at NIMHANS.
This document discusses methods for estimating nursing staff requirements through activity analysis. It begins by introducing the importance of having an orderly staffing methodology. Various approaches to classifying patients based on their care needs are described, such as completely dependent, partially dependent, and ambulatory. The document then shows how to calculate the estimated nursing hours required for each patient classification in different shifts. It provides an example of allocating nurses across morning, evening, and night shifts based on the workload and number of patients in each classification. The conclusion discusses different approaches to allocating nursing staff and importance of monitoring unit census data.
organization and functions of nursing services presentationPoojaMhalatkar
The document discusses the organization and functions of nursing services in a hospital setting. It defines key terms like hospital and outlines the aims of hospital planning. It then describes the typical organizational structure of a hospital's nursing services, including roles like the Director of Nursing, Nursing Supervisors, Head Nurse, and Staff Nurse. It also discusses requirements for space, staffing patterns, and the organization of nursing services at the hospital level.
1. The Staff Inspection Unit recommended nursing norms in 1991-1992 that determined nurse-patient ratios in central government hospitals.
2. The Bajaj Committee recommended establishing vocational training programs and health science universities to improve health manpower production and management.
3. A High Power Committee reviewed nursing roles, functions, preparation, services and made recommendations to improve the nursing profession in India.
This document discusses staffing and scheduling in nursing. It defines staffing as determining and assigning the right personnel to meet patient needs and accomplish organizational goals. The objectives of staffing include providing appropriate staffing levels and mixes, empowering head nurses, and delivering efficient care. Factors that influence staffing include patient acuity, staff qualifications, and financial resources. Staffing plans specify staffing levels by unit and shift. Effective scheduling aims to provide adequate coverage, maintain staff morale, maximize staff expertise, and organize unit work.
The document discusses the process of planning in hospital nursing management. It describes how the head nurse plans objectives and allocates resources for the nursing units and wards. Effective planning involves assessing patient needs, staffing, equipment, and coordinating care across units to deliver quality nursing services.
This document outlines the duties and functions of various nursing roles within a hospital. It describes the responsibilities of the Chief Nurse as the executive head of the Nursing Service. It also describes roles such as the Assistant Chief Nurse, ward supervisors, senior nurses in different departments like the operating room and intensive care unit, staff nurses, and operating room nurses. The roles involve responsibilities like management, supervision, administration, patient care, and maintaining records and standards.
Quality management in nursing professionSANJAY SIR
This document discusses quality management and continuous quality improvement in healthcare. It emphasizes that quality management aims to exceed patient expectations by managing processes and outcomes through data-driven strategies. Continuous quality improvement involves ongoing assessments to ensure service delivery meets best practices. Total quality management and Six Sigma methods are highlighted as approaches to systematically improve processes and reduce defects through employee involvement. Quality tools can help analyze causes of problems, processes, and outcomes to make informed decisions for improvement.
Current trends and issues in nursing administrationpraveenPatel57
This document discusses trends and issues in nursing administration, education, and practice. It outlines changes taking place in society, other professions like medicine, and within nursing itself. Key trends include pursuing higher nursing degrees, changes in working conditions and pay, and adoption of technologies like computers and mobile devices. Issues relate to nursing registration, diploma vs. degree qualifications, specialization, standards of care, and challenges in nursing education like inadequate facilities and shortage of teachers.
This document discusses different methods of patient assignment in nursing. It defines patient assignment as how the total work of a nursing unit is divided among personnel. The main methods discussed are: case method (one nurse cares for assigned patients per shift), functional method (work divided into tasks), team nursing (group of nurses care for patients led by team leader), primary nursing (one nurse cares for 4-6 patients 24/7 during hospitalization), and modular method (combines primary and team nursing). The document outlines advantages and disadvantages of each approach and factors to consider in patient assignment.
This document summarizes research on the relationship between nurse staffing levels and patient outcomes. It identifies several influential studies that found associations between higher nurse staffing levels and lower mortality rates, failure to rescue rates, and nosocomial infection rates. The document also discusses different approaches to establishing minimum nurse staffing standards and ratios. It concludes that simply requiring more nurses may not improve patient care without also enhancing working conditions and support for nurses.
The document discusses the National Accreditation Board for Hospitals & Healthcare Providers (NABH) and its Nursing Excellence certification program. It provides an overview of NABH, including that it has 10 chapters, 100 standards, and 683 objective elements. It then describes NABH Nursing Excellence, which contains 7 chapters and 48 standards focused on evaluating nursing services. The chapters cover topics like nursing resource management, nursing care of patients, management of medication, and nursing quality indicators. Obtaining NABH Nursing Excellence certification provides benefits like ensuring quality nursing care and services as well as opportunities for professional growth.
The document discusses factors that influence nursing staffing needs such as patient acuity levels and characteristics of the nursing team. It outlines a patient classification system to determine nursing care hours required based on patients' needs. A staffing formula is presented as an example to calculate the number of nursing personnel needed based on patient volume and nursing hours per patient at different acuity levels. Shift distributions and types of scheduling models are also reviewed.
This document discusses leadership in nursing. It defines leadership and outlines key qualities and roles of effective leaders such as vision, influence, and developing followers. It also discusses types of power, sources of power, and strategies for developing a powerful image. Finally, it examines different styles of leadership including autocratic, people-oriented, and permissive leadership.
These indicators included: Falls, Falls with Injury, Nursing Care Hours per Patient Day, Skill Mix, Pressure Ulcer Prevalence, and Hospital-Acquired Pressure Ulcer Prevalence.
This document discusses key concepts related to quality assurance in healthcare. It defines terms like quality, quality management, continuous quality improvement, and accreditation. It describes models for quality assurance like the Donabedian model and discusses factors that can affect quality assurance in nursing care. The document also outlines standards, indicators, and tools that can be used for quality control and improvement efforts. Overall, the document provides a comprehensive overview of the principles, approaches, and considerations involved in quality assurance programs for healthcare organizations.
This document discusses staffing in nursing, including functions, nature, steps, philosophy and objectives of nursing staffing. It provides recommendations and norms from various committees on nurse-patient ratios. Some key points include:
- Staffing involves selecting, training and retaining qualified personnel to meet organizational needs.
- Functions include identifying service needs, determining job categories, predicting personnel needs and recruiting/selecting staff.
- A staffing study gathers environmental data using techniques like time studies and work sampling.
- Recommended nurse-patient ratios include 1:3 for non-teaching hospitals, 1:5 for teaching hospitals, and 1:1 for intensive care units.
- Patient classification systems quantify nursing care needs to
The document discusses staffing in healthcare organizations. It defines staffing and outlines its objectives, which include recruiting competent staff, retaining the right number of staff, and providing training. It also discusses patient classification systems, which group patients according to care needs to help determine staffing requirements. Nurse-patient ratios from different standards are presented for units like general wards, ICUs and ERs. The importance of effective scheduling is highlighted to ensure coverage, continuity of care, flexibility, stability and cost-effectiveness. Different scheduling methods like 10-hour shifts, 12-hour shifts and weekend scheduling alternatives are also outlined.
STAFFING
Staffing is the systematic approach of selection, training, motivating and retaining of a professional and non- professional personnel in Any organization.
Philosophy of staffing
Match the employee’s knowledge and skills to patient needs that optimizes job satisfaction and quality of care.
Staffing involves selecting, training, motivating and retaining personnel in an organization. Nurse staffing presents constant challenges for healthcare facilities. The staffing process includes human resource planning, recruitment, selection, placement, training, development, promotion and compensation. Effective staffing requires determining the appropriate number and mix of nursing staff needed to meet patient care needs. Factors like patient volume and acuity, unit layout, budget and professional standards influence staffing decisions. The goal of nurse staffing is to match employee skills with patient needs to optimize job satisfaction and care quality.
Staff Inspection Unit Bajaj Committee High Power CommitteeReemaKhan31
1. The document discusses staffing norms and ratios for nurses in hospitals and outlines recommendations for manpower planning.
2. It provides nursing staff to patient ratios for different hospital units and departments according to SIU and TNAI/INC norms.
3. Major recommendations include establishing a national health manpower policy, carrying out health manpower surveys, and vocationalizing education.
The document provides information about staffing philosophy, norms, and methods for estimating nursing staff requirements. It discusses various committees that have established nursing staff norms in India, including the Staff Inspection Unit, Bajaj Committee, High Power Committee, and Indian Nursing Council. It also outlines a patient classification system that assigns patients to levels of care in order to calculate nursing staff needs based on the required hours of care per patient. Formulas are provided for determining the number of nursing staff needed per 24-hour period and shift based on patient classifications.
The document provides a summary of qualifications and work experience for Allein T. Antonio, a nurse from the Philippines. It includes her contact information, objective, personal details, qualifications including experience with various medical technologies and surgical procedures, education history, certificates earned, and descriptions of her roles and responsibilities in previous nursing positions at two hospitals.
The document discusses the organization and functions of nursing services in hospitals and communities. It describes how hospital nursing services are organized with roles like the chief nursing officer, nursing superintendent, ward sister and staff nurses. It also outlines the functions of community health nursing which focuses on protecting and improving the health of entire geographical communities. Nursing services in both settings aim to provide preventive care, health education and rehabilitation in addition to curative services.
Session 01 Ward Management for nurses.pptxRehmat18
The document provides an introduction to nursing management and the role of the nurse manager/head nurse. It discusses that nurse management involves coordinating nursing resources to accomplish goals using management functions like planning, organizing, directing and controlling. The nurse manager/head nurse acts as a link between top management and staff nurses, taking responsibility for one hospital unit. Effective ward management requires planning patient care, managing personnel, maintaining supplies and equipment, keeping the environment clean, and following policies and procedures.
Tintu John is a registered nurse with 8 years of experience in dialysis, ICU, nephrology, toxicology, and renal transplant units. She has a nursing diploma and post-basic BSc in nursing. She is seeking a role where she can utilize her clinical skills and experience in patient care. Her experience includes hemodialysis monitoring, assisting with procedures, caring for patients on ventilators, blood transfusions, and more. She is skilled in communication, critical thinking, and managing stressful situations.
This document provides a summary of Abdullahi Ali Ngala's qualifications and work experience. It details his education including a Master's in Healthcare Management from the University of Surrey and qualifications in tropical nursing, leadership, and intensive care nursing. For over 10 years, Ngala has worked as a registered nurse in intensive care units in the UK and Saudi Arabia, taking on roles as charge nurse, senior charge nurse, clinical site manager, and currently head nurse at a hospital in Saudi Arabia. The document outlines his responsibilities in managing ICUs and providing leadership to nursing staff.
This document discusses nursing staffing and services in hospital units. It begins by providing context on the evolution of nursing from an art to a scientific profession. It then describes the organization and management of nursing services, including definitions, roles, and standards. The document outlines factors to consider in planning nursing services, such as patient needs, facilities, and personnel. It discusses challenges faced and recommendations for better nursing administration, including accountability, autonomy, and specialty nursing. Overall, the document provides an overview of nursing services in hospitals with a focus on effective staffing and management.
A nurse has many duties when working in a therapeutic department including maintaining patient psychological well-being, ensuring a safe and clean environment, communicating with patients, collaborating with physicians and staff, managing patient care, monitoring patients, assisting with diagnostic testing, and administering medication. Specifically, the nurse assesses patient needs, develops care plans, provides direct care, monitors patients, assists with testing, and administers medication in accordance with physician orders while documenting all care and maintaining organization.
Planning and organizing: Hospital, unit and ancillary servicesShweta Sharma
The document discusses planning and organizing hospitals, units, and ancillary services. It covers topics like the introduction and definition of hospitals, features and types of hospitals, functions of hospitals, aims of hospital planning, guiding principles in planning, divisions of a hospital, hospital planning team, and steps in hospital planning. The key aspects covered are types of hospitals based on objective, administration, length of stay, medical staff, bed capacity, care provided, and teaching affiliation. [/SUMMARY]
This document discusses nursing services in hospitals. It begins by stating that high quality nursing care is essential for a hospital to fulfill its responsibilities. It then defines nursing services, which cover one-third of hospital costs, as tasks that help and comfort patients. These include managerial, technical, and care services. The objectives of nursing services are outlined as prevention of disease, promotion of health, nursing care for sick patients, and ensuring mental and physical comfort. The document also discusses nursing organization structures, manpower planning, nursing management, nursing process, ward design, and special nursing units.
training of medical personnel and ensuring their quality assessment system for medical practice .
how to achieve accreditation nationally and international
This document is a resume for Melvyn Paolo R. Francisco, a nurse seeking employment. It outlines his objective of securing a nursing position where he can apply his skills and continue learning. It then details his qualifications, including being skilled at learning new concepts, working well under pressure, and having computer skills. It provides information on his nursing experience and education, as well as licenses and training.
The document outlines the organization and objectives of nursing services. It describes the roles and hierarchy within nursing, including chief nursing officer, nursing superintendent, ward sister, and staff nurse. It also explains key aspects of nursing including the nursing process of assessment, planning, diagnosis, and care plans. The nursing services aim to provide preventative and therapeutic care for patients in a qualified, efficient manner according to WHO and INC guidelines and standards.
The facial nerve, also known as cranial nerve VII, is one of the 12 cranial nerves originating from the brain. It's a mixed nerve, meaning it contains both sensory and motor fibres, and it plays a crucial role in controlling various facial muscles, as well as conveying sensory information from the taste buds on the anterior two-thirds of the tongue.
At Apollo Hospital, Lucknow, U.P., we provide specialized care for children experiencing dehydration and other symptoms. We also offer NICU & PICU Ambulance Facility Services. Consult our expert today for the best pediatric emergency care.
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MYASTHENIA GRAVIS POWER POINT PRESENTATIONblessyjannu21
Myasthenia gravis is a neurological disease. It affects the grave muscles in our body. Myasthenia gravis affects how the nerves communicate with the muscles. Drooping eyelids and/or double vision are often the first noticeable sign. It is involving the muscles controlling the eyes movement, facial expression, chewing and swallowing. It also effects the muscles neck and lip movement and respiration.
It is a neuromuscular disease characterized by abnormal weakness of voluntary muscles that improved with rest and the administration of anti-cholinesterase drugs.
The person may find difficult to stand, lift objects and speak or swallow. Medications and surgery can help the patient to relieve the symptoms of this lifelong illness.
This particular slides consist of- what is Pneumothorax,what are it's causes and it's effect on body, risk factors, symptoms,complications, diagnosis and role of physiotherapy in it.
This slide is very helpful for physiotherapy students and also for other medical and healthcare students.
Here is a summary of Pneumothorax:
Pneumothorax, also known as a collapsed lung, is a condition that occurs when air leaks into the space between the lung and chest wall. This air buildup puts pressure on the lung, preventing it from expanding fully when you breathe. A pneumothorax can cause a complete or partial collapse of the lung.
TEST BANK FOR Health Assessment in Nursing 7th Edition by Weber Chapters 1 - ...rightmanforbloodline
TEST BANK FOR Health Assessment in Nursing 7th Edition by Weber Chapters 1 - 34.
TEST BANK FOR Health Assessment in Nursing 7th Edition by Weber Chapters 1 - 34.
TEST BANK FOR Health Assessment in Nursing 7th Edition by Weber Chapters 1 - 34.
Get Covid Testing at Fit to Fly PCR TestNX Healthcare
A Fit-to-Fly PCR Test is a crucial service for travelers needing to meet the entry requirements of various countries or airlines. This test involves a polymerase chain reaction (PCR) test for COVID-19, which is considered the gold standard for detecting active infections. At our travel clinic in Leeds, we offer fast and reliable Fit to Fly PCR testing, providing you with an official certificate verifying your negative COVID-19 status. Our process is designed for convenience and accuracy, with quick turnaround times to ensure you receive your results and certificate in time for your departure. Trust our professional and experienced medical team to help you travel safely and compliantly, giving you peace of mind for your journey.
Let's Talk About It: Breast Cancer (What is Mindset and Does it Really Matter?)bkling
Your mindset is the way you make sense of the world around you. This lens influences the way you think, the way you feel, and how you might behave in certain situations. Let's talk about mindset myths that can get us into trouble and ways to cultivate a mindset to support your cancer survivorship in authentic ways. Let’s Talk About It!
The best massage spa Ajman is Chandrima Spa Ajman, which was founded in 2023 and is exclusively for men 24 hours a day. As of right now, our parent firm has been providing massage services to over 50,000+ clients in Ajman for the past 10 years. It has about 8+ branches. This demonstrates that Chandrima Spa Ajman is among the most reasonably priced spas in Ajman and the ideal place to unwind and rejuvenate. We provide a wide range of Spa massage treatments, including Indian, Pakistani, Kerala, Malayali, and body-to-body massages. Numerous massage techniques are available, including deep tissue, Swedish, Thai, Russian, and hot stone massages. Our massage therapists produce genuinely unique treatments that generate a revitalized sense of inner serenely by fusing modern techniques, the cleanest natural substances, and traditional holistic therapists.
COPD Treatment in Ghatkopar,Mumbai. Dr Kumar DoshiDr Kumar Doshi
Are you or a loved one affected by Chronic Obstructive Pulmonary Disease (COPD)? Discover comprehensive and advanced treatment options with Dr. Kumar Doshi, a preeminent COPD specialist based in Ghatkopar, Mumbai.
Dr. Kumar Doshi is dedicated to delivering the highest standard of care for COPD patients. Whether you are seeking a diagnosis, a second opinion, or exploring new treatment avenues, this presentation will guide you through the exceptional services available at his practice in Ghatkopar, Mumbai.
DECODING THE RISKS - ALCOHOL, TOBACCO & DRUGS.pdfDr Rachana Gujar
Introduction: Substance use education is crucial due to its prevalence and societal impact.
Alcohol Use: Immediate and long-term risks include impaired judgment, health issues, and social consequences.
Tobacco Use: Immediate effects include increased heart rate, while long-term risks encompass cancer and heart disease.
Drug Use: Risks vary depending on the drug type, including health and psychological implications.
Prevention Strategies: Education, healthy coping mechanisms, community support, and policies are vital in preventing substance use.
Harm Reduction Strategies: Safe use practices, medication-assisted treatment, and naloxone availability aim to reduce harm.
Seeking Help for Addiction: Recognizing signs, available treatments, support systems, and resources are essential for recovery.
Personal Stories: Real stories of recovery emphasize hope and resilience.
Interactive Q&A: Engage the audience and encourage discussion.
Conclusion: Recap key points and emphasize the importance of awareness, prevention, and seeking help.
Resources: Provide contact information and links for further support.
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2. NABH
• National Accreditation Board for
Hospitals & Healthcare Providers (NABH)
is a constituent board of Quality Council of India,
set up to establish and operate accreditation
programme for healthcare organizations.
3. Vision, Mission of NABH
• To be apex national healthcare accreditation and
quality improvement body, functioning at par with
global benchmarks.
• To operate accreditation and allied programs in
focusing on patient safety and quality of healthcare
based upon national/international standards.
4. Scope of NABH:
• Accreditation of healthcare facilities
• Quality promotion initiatives like Safe-I,
Nursing Excellence, Laboratory Certification
programs.
• IEC activities: Public Lectures, advertisement,
workshops/ seminars
• Education and Training for Quality & Patient
Safety
5. • These are the complete set of standards for
evaluation of nursing service for grant of
certification
• Framework for quality of care for patients and
quality improvement for nursing services
• Help to build a quality culture at all level of hospital
6. Nursing Excellence is measured in
terms of:
1. Nursing Resource Management (NRM).
2. Nursing Care of Patient (NCP).
3. Management of Medication (MOM).
4. Education, Communication and Guidance (ECG).
5. Infection Control Practices (ICP).
6. Empowerment and Governance (EG).
7. Nursing Quality Indicators (NQI).
7. Nursing Resource Management
• The goal of nursing resource management is to
acquire, provide, retain and maintain
competent nursing staff in right numbers to
meet the needs of the patients and community
served by the Organization.
8. Standards Of Nursing Resource
Management:
1. The organization will have a documented system
of nursing resource planning
2. The organization possess structures and processes
for induction.
3. The organization will have process in place In-
service education and Continuous Nursing
Education (CNE) Programmes .
4. There is a process for credentialing and
privileging of nursing professionals, permitted to
provide patient care without supervision.
9. 5. An appraisal system for evaluating the performance
of nursing staff exists.
6. There should be a provision for acknowledging
outstanding performances/ contributions of nursing
professionals.
7. There will an established process in place to
identify and manage problems related to
incompetent, unsafe or unprofessional conduct.
8. The organization will demonstrate workplace
safety for nursing professionals.
9. The organization will have a documented and
established grievance handling system.
10. 1. The organization will have a
documented system of nursing
resource planning.
• The Nursing resource planning supports the
organization's current and future ability to meet
the care, treatment and service needs of the patient.
• It shall use recognized methods for determining the
adequacy of nursing staffing.
11. Nurse to population / patient ratio in
India
Nurse /
Population
WHO
Recommendations
Nurse/ Patient WHO
Recommendations
1: 1100 1: 500 1:40 1:4
13. • The organization will ensure that the plan
addresses staffing crisis situations due to
attrition, and the hiring plan ensures vacancies
are filled up early so that patient care is not
compromised.
14. Norms of Staffing (SIU- Staff
Inspection Unit)
• 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.
15. The Nurse-patient Ratio as per
the S.I.U. Norms
S.No Area Nurse Patient Ratio
1 General Wards 1 Staff Nurse/Nursing Sister for every 6
beds (1:6)
2 Special Wards
i. Pediatrics
ii. Burns
iii. Neuro surgery
iv. Cardio thoracic
v. Neuro medicine
vi. Spinal injury
vii. Emergency wards attached to
casualty
1 Staff Nurse/Nursing Sister for every 4
beds (1:4)
3 ICU/ICCU/Nephrology 1 Staff Nurse/Nursing Sister for every 1
beds (1:1)
16. S.No Area Nurse Patient Ratio
4 Labour Room 1 Staff Nurse/Nursing Sister for every
labour table (1:1)
5 O.T.-
Major
Minor
2 Staff Nurse/Nursing Sister for every
functional operation table(2:1)
1 Staff Nurse/Nursing Sister for every
functional operation table (1:1)
6 Casualty
Attendance up to 100 patients per day.
Thereafter for every additional
attendance of 35 patients per day
3 Staff Nurses/Nursing Sister for 24
hours
1 Staff Nurse/Nursing Sister
7 O.P.D. (Injection room)
Attendance up to 100 patients per day
Attendance up to 120-220 patients per
day
Attendance up to 221-320 patients per
day
Attendance up to 321-420 patients per
1 Staff Nurse
2 Staff Nurses
3 Staff Nurses
4 Staff Nurses
17. INC NORMS(1985)
S.No Name of the Post Ratio
1 Chief Nursing Officer 1 CNO for the hospitals more than 500 beds
2 Nursing Superintendent 1 per 400 beds or above
3 D.N.S 1 per 300 beds and 1 additional for every 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.
8 For OPD and Emergency : 1 Staff Nurse for 100 patients (1 : 100 ) + 30% leave
reserve
9 For Intensive Care unit (I.C.U.): 1:1 +30% leave reserve
10 It is suggested that for 250 bedded hospital there should be One Infection Control
Nurse.
For specialized departments, such as Operation Theatre, Labour Room, etc. 1:25
+30% leave reserve.
18. • The organization must maintain an adequate
number and mix of nursing staff to meet the
care, treatment and service needs of the
patient.
• The nursing staff should be commensurate
with the workload and the clinical requirement
of the patients.
19. Nursing Care Hours Per Patient /
Day in India:
S.No Area Average Hours Of
Care/ Day
Professional To Non
Professional work
Ratio
1 General Medicine 3.5 60:40
2 Medical 3.4 60:40
3 Surgical 3.4 60:40
4 Obstetrics 3.0 60:40
5 Pediatrics 4.6 70:30
6 ER/ICU/CCU/ Recovery Room 6.0 70:30
20.
21. A ward will be unable to provide a good standard of care
without a good duty roster
Things to consider while making a duty roaster:
• Determine the total no of nursing staff required
• Fill busy shifts with the most experienced and skilled staff.
• Assess the Ability of the staff to cover the needs of the unit
• Rosters must make appropriate provision for adequate staff
supervision, training and clinical handover.
• Fairness to the staff – fair share of weekends, holiday offs,
rotating the staff including assignment to “difficult” or
“light” or “undesirable” units or shifts
• Stability – the schedule must be harmonized with their
family or social activities of the staff
• Flexibility – ability to handle changes brought by
emergency leaves
22. The person heading the nursing service should
have requisite and appropriate qualifications
and experience.
The required job specification and job
description should be defined for each
category of nursing staff.
23. JOB DESCRIPTION:-
Contains particulars of the activities to be performed and the characteristics
of employees required.
NURSING OFFICER:
Nursing officer is directly responsible to Senior Nursing Officer (Ward In
Charge) for total nursing care of the patient assigned to him/her.
A. DIRECT PATIENT’S CARE:
1. Admission and discharge of the patients.
2. To maintain the personal hygiene of the patients, including bathing, care
of mouth, back, nails, hair etc.
3. Care of pressures points as needed.
4. To assist the patient in elimination, feeding the weak and debilitated
patients.
5. Writing of diet sheet, Supervision and distribution of diets.
6. Assist in physiotherapy, ambulation and rehabilitation.
7. Carry-out patient’s teaching and demonstration according to the need.
8. Counseling the patients, and relatives.
9. Care of the dying and dead.
10. Administration of Medicines and Injections to the patients.
24. 11.Observing, recording and reporting of vital signs .
12.Carry out technical procedures, such as Naso-
gastric intubation, Gastric Gavage and Lavage,
Oxygen Therapy, Dressing and Irrigation, Enema,
Catheterization, hot and cold applications, suction
etc.
13.Collecting, labeling and dispatch of specimens.
14.Preparation for and assistance in clinical tests and
medical/surgical procedures.
15.Observation, recording and reporting of all
procedures and tests.
16.Escorting serious patients to and from the
department/wards for investigations.
25. B. WARD MANAGEMENT:
1. Handing over and taking over charge of patients, and ward inventory in each
shift.
2. Maintenance of therapeutic environment in the ward.
3. Keeping the ward clean and tidy.
4. Routine care and maintenance of dressing trolleys, cupboards, apparatus,
mackintosh etc.
5. Care of clean and soiled linen.
6. Disinfection of linen, beds, floor and bed pans, and fumigation of rooms etc.
7. Preparation of room, trolleys, and sets for procedures.
8. Preparation of surgical supplies.
9. Maintaining interpersonal relationship with patients, relatives and health team
members.
10. Orientation of new staff/students.
11. Demonstration and guidance to student nurses.
12. Participation in staff education and staff meetings.
13. Participation in professional activities.
14. Demonstration and supervision of domestic staff.
15. Report about the medico-legal cases if any admitted in the ward. To keep the
senior nursing officials informed of the happenings / in the ward like fire,
absconding patients, theft etc.
16. Any other duty that may be assigned by Senior Nursing Officer from time to
time.
27. • Training need shall be identified on a continual
basis by the senior nursing professionals as
well as the Clinical Heads as appropriate.
• The staff will be trained and the same can be
recorded in the training records.
• Every nurse entering the organization is
provided induction training.
28. • The induction training shall be conducted
within 15 days of the staff joining.
• The contents of this training could be provided
to every nursing staff in the form of a booklet.
• There can be separate induction training at the
organizational level and for the respective
departments.
29. 3. The organization should have
processes in place for In-service
education and Continuous Nursing
Education (CNE) Programmes
30. • The organization will have an training and
development policy and the training
calendar
• The organization must have all the records
of training.
At a minimum, it shall include the title of the
training, the trainer(s), list of trainees (with
signatures) and the post-training feedback.
31. • Nursing professionals shall receive adequate
training when there is a change in job
responsibilities or when new equipment is
introduced.
• The training should focus on the revised job
responsibilities as well as on the newly
introduced equipment and technology.
32. • All nursing staff should be trained to provide
BLS (Basic Life Support).
• Nursing professionals working in intensive
care/high dependency units shall undergo
training in ACLS or PALS or NALS as
applicable.
33. Common areas of training
Nursing officers Senior Nursing Officers/ ANS/DNS/ NS
1. Patient safety
2. Nursing Process
3. Human Relations in
Nursing
4. Ethical and Legal issues in
clinical nursing
5. Pre and post operative
Nursing Management
6. Stress Management
7. Medication
Administration Safety
1. Human Relations in
Nursing
2. Materiel Management
3. Ethical and Legal issues in
clinical nursing
4. Conflict Management
5. Stress Management
6. Nursing Administration
34. 4. There should be a process for
credentialing and privileging of
nursing professionals, permitted to
provide patient care without
supervision.
35. • The education, registration, training and
experience of nursing staff is recorded and
updated periodically.
• Updation is done after verifying the credentials
from the organization which has awarded the
qualification/training/ experience.
• Nursing staff are granted privileges and provide
care in consonance with their qualification,
training, experience and registration.
36. 5. An appraisal system for
evaluating the performance of
nursing staff should exist.
37. • A recorded performance appraisal system should
exist in the organization for nursing professionals.
• The nursing professionals are made aware of the
system of appraisal at the time of induction.
• Performance is evaluated based on the pre-
determined criteria.
• Performance appraisal is carried out at pre-
defined intervals and is recorded. This shall be
done at least once a year.
38. 6. There is a provision for
acknowledging outstanding
performances/ contributions of
nursing professionals.
40. • Patients, families and staff shall be encouraged to
report positive feedback about nursing care
delivered in relevant areas.
• Nursing staff with managerial responsibilities shall
ensure that soft skills in nursing, qualities of
leadership and professional competence are duly
reported to higher authorities.
41. 7. The organizations should
have an established process in
place to identify and manage
problems related to
incompetent, unsafe or
unprofessional conduct.
42. • The process shall include daily monitoring of
appearance and ability to impart nursing care,
appearance, behaviour and communication.
• The process shall include analysis of all complaints
pertaining to nursing services specifically
addressing individual nursing staff.
• The process shall ensure that there is no
victimization and corrective action is focused
against the system rather than the individual.
43. • The disciplinary policy and procedure is based
on the principles of natural justice.
• Principles of natural justice shall be followed
to ensure that a nursing staff against whom
there is a complaint, of any sort, has the right
to explain himself/herself.
44. 8. The organization should
demonstrate workplace safety
for nursing professionals
45. • Management should provide resources related to
workplace safety for nursing professionals.
• There shall be sufficient change rooms,
washrooms & dining facilities for nursing staff.
• Management shall ensure that there is a
mechanism whereby any safety related issues are
duly reported.
46. • The Management should promote a culture of
reporting of safety related issues such that
there is no victimization.
• This also includes setting of a gender
harassment committee to ensure workplace
safety from sexual harassments.
• A record of corrective and preventive actions
shall be maintained wherever appropriate, with
due consideration given to anonymity.
49. • The organization should have a well-defined
process for handling nurse (s) grievances
• The nursing professionals are educated about
the mechanisms available for addressing
grievances.
51. • The head of the nursing service protects
nurse (s) rights
• The nursing professionals are educated
about their rights.
52. Rights Of Nurses:
• Right to practice in a manner that fulfills their obligations to
society.
• Right to practice in environments that allow them to act in
accordance with professional standards and legally
• Right to a work environment that supports and facilitates
ethical practice
• Right to freely and openly advocate for themselves and their
patients without fear of retribution (punishment)
• Right to fair compensation for their work
• Right to a work in a environment that is safe for themselves
and their patients
• Right to negotiate, either as individuals or collectively, the
conditions of their employment
54. EDUCATION, COMMUNICATION
AND GUIDANCE (ECG)
• Objectives:
• The organization must ensure that nursing
professionals are trained in communication skills.
• Nursing professionals will able to communicate as
and when required with relevant team members to
achieve continuity of care.
• To provide timely guidance to the patients and
families about their healthcare needs .
55. Measures to promote ECG
• All the nursing staff should be trained to meet
the patients specific needs.
• The communication needs of patients who
speak different language than the care givers is
to be addressed
• Training is imparted to address the patient's
needs with impaired communication.
• The nursing professionals should be aware of
patient rights.
56.
57. PATIENTS RESPONSIBILITIES
• Providing information regarding past health history
• Following physicians instructions
• Participating in decision making
• Asking for information or clarification if they don’t
understand anything fully
• Responsible to refrain from misbehaving and
physical assault with health care workers
• Making payments wherever applicable
• Not to disturb the fellow patients
• Bounding to the hospital rules and regulations
58. • Nursing professionals are reminded to maintain
the confidentiality of patients information.
• Maintain privacy of the patients during care.
• The nursing professionals support individual
patient and family beliefs, values and customs
and involve the patient and family in decision
making processes.
59. • Proper handover mechanism is to be
established among the care team across shifts
regarding patient's status.
60.
61. • Nursing professionals communicates with staff
in other departments when required to ensure
that care plan is implemented.
• HCO uses predetermined formats for such
communication wherever required.
• Educate the patients on the medical condition,
pre and post-operative education, special
procedures, preventing healthcare associated
infections, when to seek urgent medical attention
and home care.
62. • Ensure written informed consent wherever
essential.
• Patient and/or family are educated in a
language they can understand.
63. Summary:
• Documented nursing resource plan
• Induction plan
• CNE, In-service education
• Privileging
• Acknowledgment of contributions
• Work place safety
• Grievance handling system
• Principle of natural justice
• Confidentiality of information
• Patients rights
• Health education