The document discusses management topics related to nursing educational institutions, including planning, organizing, staffing, and budgeting. It provides details on: - The key steps and aspects of planning, organizing, and staffing for nursing schools. This includes setting goals, delegating roles, recruitment processes, and staffing norms set by regulatory bodies. - Factors that influence management decisions around staffing patterns, budgets, and more. Regulations from bodies like the Indian Nursing Council are also discussed. - Presentation was given by Dr. Sudharani Banappagoudar and contains details on management functions and processes specific to nursing educational institutions in India.

1. Management of Nursing
Educational Institutions
( Planning, Organizing,
Staffing & Budgeting)
Presented by: Dr Sudharani Banappagoudar
Dr Sudharani Banappagoudar

2. Content:
Planning: Purpose, Feature, Types, Scope, Advantages,
Disadvantages and How to overcome the barriers in
planning
Organizing: Importance, Principles and Scope
Staffing: Definition, Objectives, Features, Steps, Factors
influencing staffing, Staffing norms by INC
Budgeting: Meaning, Purpose, Type, Steps in budgeting,
Factors influencing budgeting, Advantages and
disadvantages
Summary and conclusion
Dr Sudharani Banappagoudar

3. The concept of management is associated with
the phenomenon of group activity.
Educational institutions operates in accordance
with established policies.
Introduction to Management:
Dr Sudharani Banappagoudar

4. There are different courses offered in nursing such as
ANM, DGNM, B.Sc.(N), PB B.Sc.(N), M.Sc.(N), M Phil,
and PhD(N).
The INC, SNC and the University with which an
institution is affiliated plays a vital role in establishing and
maintenance of standards in nursing education.
Contd…
Dr Sudharani Banappagoudar

5. Philosophy and objectives
Policies
Admission criteria’s and description of the course
Governing body and committees
Staffing pattern
Recruitment
Selection
Management of Nursing Educational
Institutions:
Dr Sudharani Banappagoudar

6. Placement
Budget
Infrastructure- classrooms, library facilities
Curriculum development
Clinical facilities
Hostel facilities
Staff and student recruitment and selection
Staff development and welfare
Contd..
Dr Sudharani Banappagoudar

7. Planning:
It is the basic or primary function ofmanagement
It is a process deciding inadvance:
 What to do
 When to do
 How to do
 Where to do
 Who to do
Dr Sudharani Banappagoudar

8. Purposes of Planning:
T
oestablish goals/objectives
T
oformulate policies, rules, procedures
T
odetermine alternative course ofaction
T
oevaluate available course ofaction
Dr Sudharani Banappagoudar

9. Features of Planning:
Futuristic
Flexible Goal
oriented
Continuous
Group
activity
Pervasive
Dr Sudharani Banappagoudar

10. Types of Planning:
Administrative
Physical
Directional
Economic
Sectoral
Indicative
Comprehensive Imperative
Dr Sudharani Banappagoudar

11. Contd…
Strategic planning
Operational planning
Standing planning
Single-planning
Dr Sudharani Banappagoudar

12. Steps of Educational Planning:
1.
• Setting objectives/goals
2.
• Generate alternative course of action
3.
• Analysis & evaluate alternatives
4.
• Choose best option
Dr Sudharani Banappagoudar

13. Scope of Institutional Planning:
Institutional
objectives
Building
planning
Program
planning
Resources
planning
Work
schedule
planning
Dr Sudharani Banappagoudar

14. Advantages of Planning:
More effective • Faster achievement
of goals
Give strength to • Secures unity of
business purposes
Avoid duplication • Improve efficiency of
of services managerial function
Dr Sudharani Banappagoudar

15. Disadvantages:
Reliable information is not possible
•Time consuming & expensive
Unplanned procedures lead to disorder
•Rigidities may arise
Dr Sudharani Banappagoudar

16. How to overcome the Barriers of
Planning:
Support
of
authority
Setting
responsibility
T
raining
to
planner
Communication
system
Group
participation
Dr Sudharani Banappagoudar

17. Organizing:
Second managerial function after planning process
It is a structural framework of relationship in which
formal grouping of teachers & activities to facilitate
achievement of someone for making responsible to
accomplish that objective.
Dr Sudharani Banappagoudar

18. Importance of organization:
For better administration and efficiency
For optimum use of human resources
Better coordination among employee
Scope for new technological development
Dr Sudharani Banappagoudar

19. Principles of organizing:
Unity of
direction
Specialization Delegation
Unity of
command Simplicity Efficiency
Authority
Flexibility
Dr Sudharani Banappagoudar

20. Steps of organizing:
Identification & grouping of work
Delegation of authority & responsibility
Establishment of relationship
Dr Sudharani Banappagoudar

21. Staffing:
The process of determining and providing the acceptable
number and mix the nursing personnel to produce a
desired level of case to meet the patient’s need.
Dr Sudharani Banappagoudar

22. Objectives of staffing:
T
ounderstand function oforganization
For manpower planning
T
ofind issues related for job analysis and to overcome
from that issues.
Dr Sudharani Banappagoudar

23. Importance of Staffing Pattern:
Job
satisfaction
Effective
coordination
Optimum use
of resources
Effective
recruitment &
placement
Building effective
human resources
Enhance
cooperate image
Training &
development
Dr Sudharani Banappagoudar

24. Organizing
TYPES:
FORMAL
Established by law and custom
INFORMAL
Man-to-man relationship
Dr Sudharani Banappagoudar

25. Elements of Staffing:
Manpower planning
Job analysis
Recruitment & selection
Training & development
Performance appraisal
Dr Sudharani Banappagoudar

26. Factors Affecting Staffing Pattern:
External factors Internal factors
Nature of rivalry- policy, qualified
worker
Organizational image
Legal factors Past practice
Socio-cultural factors Size of organization
External influences- pressure Organization business plan
Dr Sudharani Banappagoudar

27. Steps in Staffing Process:
1. Human resource planning
2. Recruitment
3. Selection
4. Induction & orientation
5. Training & development
6. Performance appraisal
7. Transfers
8. Separations
Dr Sudharani Banappagoudar

28. Staffing norms for Nursing Staff &Supervisors:
Nursing superintendent 1:1 per hospital
DNS 1 up to 400 beds
ANS 1 for 200 beds
Ward sister 1 for 100-150 beds
Staff nurse 1:3
Teaching hospital 1:5
Non-teaching hospital 1:3
For ICU/CCU 1:1
Infection control nurse 1:250
Dr Sudharani Banappagoudar

29. HUMAN RESOURCE
PLANNING( STAFFING)
DEFINITION
1. According to EW Vetter, Human resource planning (HRP) is
a process bywhich an organization should move from its
Current manpowerposition to its desired manpower
position.
Dr Sudharani Banappagoudar

30. CONTD….
2. According to Leon C Megginson, human resource Planning is
an integrated approach to performing the planning aspects of
the personnel function in order to havea sufficient supply of
adequately developed and motivated people to perform the
duties and tasks required to meet organizational objectives and
satisfy the individual needs and goalsof organizational
members.
Dr Sudharani Banappagoudar

31. CONTD….
3. Staffing is the function bywhich managers
build an organization
through recruitment, selection, and
development of individuals as
capable employees. –
Mc Farland
Dr Sudharani Banappagoudar

32. HUMAN RESOURCE
INVENTORY
Name
Dateof birth
 Father's name/Husband's name
 Marital status
Post forwhich he/she is appointed
Qualification at the time of appointment 
Qualification acquired everyyear
Compensation
Dr Sudharani Banappagoudar

33. CONTD….
 Scale of pay
- Basic pay
- Promoted scale
- Personal pays if any
- Awardsand rewards, date month and year - Anyother
compensation
Promotion
- Date, month and year
- Promoted position
- Reasons and grounds forthe promotions
Dr Sudharani Banappagoudar

34. CONTD….
Achievements if any
Languages known
Training given and attended
Numberof papers published
Punishment given and its details  Sickness
if anyand its details
 Capabilities
Numberof lectures given outside 
Performance rating
General problems faced by him/her.
Dr Sudharani Banappagoudar

35. STAFFING PATTERN AS PER
INC
1. Principal cum Professor- M.Sc. (N) with 15 yearsexperience
after M.Sc.(N) outof which 12 years should be teaching
experience with minimum of 5 years in collegiate programme.
Ph.D. (N) is desirable
2. Vice- Principal cum Professor- M.Sc. (N) with 12 years
experience after M.Sc.(N) out of which 10 years should teaching
experience with minimum of 5 years in collegiate programme.
Ph.D. (N) is desirable Dr Sudharani Banappagoudar

36. CONTD….
3. Professor- M.Sc. (N) with 10 years experience after M.Sc. (N)
outof which 7 years should be teaching experience.
Ph.D. (N) is desirable
4. Associate Professor- M.Sc. (N) with 08 yearsexperience
after M.Sc.(N) including 5 years teaching experience.
Ph.D. (N) desirable
Dr Sudharani Banappagoudar

37. CONTD….
5. Assistant Professor- M.Sc. (N) with 3 years
experience after M.Sc. (N)
6. Tutor- M.Sc. (N) Or B.Sc. (N)/P.B.B.Sc. (N) with 1 year
experience
Dr Sudharani Banappagoudar

38. 1 Professor cum
PRINCIPAL
1 1
3 Professor 0 1
5 Assistant Professor 3 6
S.
No.
Designation B.Sc.(N)
40-60
(Students
intake)
B.Sc.(N)
61-100
(Students
intake)
2 Professor cum
VICE- PRINCIPAL
1 1
4 Associate Professor 2 4
6 Tutor 10-18 19-28
Dr Sudharani Banappagoudar

39. 1 Professor cum
PRINCIPAL
1
3 Professor 0
5 Assistant Professor 3 2
S.
No.
Designation B.Sc.(N)
40-60
intake)
P.B.B.Sc
(N)
(Students
intake)
(Students 61-100
2 Professor cum
VICE- PRINCIPAL
1
2
4 Associate Professor
10-18
Tutor
6 2-10
Dr Sudharani Banappagoudar

40. B.Sc.(N)
40-60
(Students
intake)
P.B.
B.Sc.(N)
61-100
(Students
intake)
M.Sc.(N)
10-25
(students
intake)
S.
No.
Designation
1 Professor cum
PRINCIPAL
1
3 Professor 0 1
2 Professor cum
VICE-
PRINCIPAL
4 Associate
Professor
1
2 1
5 Assistant 3 2 3*
Dr Sudharani Banappagoudar

41. B.Sc.(N)
40-60
(Students
intake)
P.B.
B.Sc.(N)
61-100
(Students
intake)
M.Sc.(N)
10-25
(students
intake)
1
1
0 1*
2 1*
3 2 3*
Designation GNM
20-60
Professorcum
PRINCIPAL
Professorcum
VICE-
PRINCIPAL
Professor
Associate
Professor
Assistant
Professor
Tutor 6-18 10-18
S.
No.
1
2
3
4
5
6 2-10
Dr Sudharani Banappagoudar

42. 0
Assistant
Professor
3
S.
No.
Designation B.Sc.(N)
40-60
intake)
P.B.
B.Sc.(N)
(Students
intake)
M.Sc(N)
10-25
(students
intake)
1 Professorcum
PRINCIPAL
1
3 Professor 1*
5 2 3*
ANM GNM
20-60 20-60
(Students 61-100
2 Professorcum
VICE-
PRINCIPAL
4 Associate
Professor
1
2 1*
6 Tutor 4-12 6-18 10-18 2-10
Dr Sudharani Banappagoudar

43. R E C R U I T
M E N T
Dr Sudharani Banappagoudar

44. DEFINITION
1. Recruitment is the process of finding and attracting
capableapplicants for employment. The process
begins when new recruits aresought and ends when
theirapplicants aresubmitted.
-William B Werther & K. Devis
Dr Sudharani Banappagoudar

45. CONTD….
2. Recruitment is a process todiscover the sources of
manpower to meet the requirements of the staffing
schedule and toemploy effective measures for
attracting that manpower in adequate numbers to
facilitateeffectiveselection of efficient working force.
- Yodar
Dr Sudharani Banappagoudar

46. FACTORS AFFECTING
RECRUITMENT
1. Size of the institution.
2. Numberof departments
3. Courses offered.
4. Specialization offered.
5. Employment conditions in thecommunity. 6. Working
conditions, salary, and other
benefits.
7. Rateof growth of the institution.
8. Plan for the futureexpansion
9. Cultural, economic and legal forces, etc.
Dr Sudharani Banappagoudar

47. STEPS OF RECRUITEMENT
PROCESS
Preparation of the recruitment policyand rules.
 Planning and assessment of recruitment programs.
Demand forecasting.
 Determination of resourcesof recruitment. Writing job
description and person
specifications.
Dr Sudharani Banappagoudar

48. CONTD….
Drafting the application formsand instructions
to the candidates
 Preparation of the advertisement and release in the
media.
Collecting filled up application forms. Handing
over to the selection
department.
Dr Sudharani Banappagoudar

49. RECRUITMENT POLICY
Serves as a guide to thinking and action of those, who have to
make decision in the course of accomplishment of the
educational institution’s goal and as such here the
recruitmentof the teaching and, non- teaching staff.
Asserts the objectives of the recruitmentand provides a
framework of implementation of the recruitment program in
the form of procedures.
Dr Sudharani Banappagoudar

50. A GOOD RECRUITMENT
POLICY MUST CONTAIN;
Institution's objectives.
Identification of the recruitment needs. Preferred
sources of recruitment.
Criteria of selection and preferences. The cost of
recruitmentand financial
implications.
Dr Sudharani Banappagoudar

51. SELECTION
Starts from the point, where the recruitment is overorends.
 The selection process begins only after an adequate
number of applicants have been secured through the
recruitment.
The selection procedure is concerned with securing
relevant information aboutan applicant.
Dr Sudharani Banappagoudar

52. CONTD…
• OBJECTIVE OF SELECTION PROCESS:
-Todeterminewhetheran applicant meets the
qualifications fora specific job
-Tochoose theapplicant, who is most likely to perform well
in that job.
Selection process starts with the initial screening interview
and concludeswith the final employmentdecision.
Dr Sudharani Banappagoudar

53. CONTD…
Traditional selection procedures:
 Preliminary screening interview
Completion of application form
Employment tests
Comprehensive interview
Background investigations
Physical examination
Final employmentdecision to hire
Dr Sudharani Banappagoudar

54. STEPS IN SELECTION
PROCEDURE1. Receipt of the
application form from
the recruitment section.
2. Screening the applications
3. Preliminary interviews
4. Asking foradditional information 5. Tests if
any
6. Interviews
Dr Sudharani Banappagoudar

55. CONTD….
7. Checking of references
8. Provisional selection
9. Final selection
10. Medical examination if any 11.
Placement
12. Induction.
Dr Sudharani Banappagoudar

56. CONTD…
PLACEMENT
 It is the determination of the job to which an accepted
candidate is to be assigned, and his assignment to that job.
INDUCTION
induction is a technique by which a new employee is
rehabilitated into thechanged surroundings and introduced
to the practices, policies and purposes of the institution.
Dr Sudharani Banappagoudar

57. OBJECTIVES OF INDUCTION
It leads to reduction of such anxieties.
It helps minimize the reality shock It helps to
introduce the new
employee and the institution to each other.
Dr Sudharani Banappagoudar

58. BIBLIOGRAPHY
1. Sudha. R. NURSING EDUCATION- PRINCIPLES AND
CONCEPTS. 1e. Haryana: Jaypee Brothers Medical
Publishers (P) Ltd; 2013.
PAGE NO: 344-353
2. Basavanthappa. B.T. NURSING ADMINISTRATION. 2e.
New Delhi: Jaypee Brothers Medical Publishers (P) Ltd;
2009.
PAGE NO: 654
Dr Sudharani Banappagoudar

59. CONTD…
3. Www. Indian Nursing Council. Org
4. Www. Ncbi.nlm.nih.gov.pubmed/ 11291003
5. Www. Ncbi.nlm.nih.gov.pubmed/ 15494966
Dr Sudharani Banappagoudar

60. Budgeting:
Dr Sudharani Banappagoudar

61. Meaning of Budgeting:
Derived from English word: Budgettee which means
sac or pouch
According to Taylor: “ It is a financial plan of
Government for a definitive period.”
Dr Sudharani Banappagoudar

62. Purposes of Budgeting:
T
o evaluate financial performance
T
o control cost
T
o enhance fiscal planning and decision making
T
o identify problem area
T
o facilitative effective solution
T
o recognize controllable and uncontrollable cost
areas.
Dr Sudharani Banappagoudar

63. Types of budget in nursing:
Personal budget
Operational budget
Capital budget
Dr Sudharani Banappagoudar

64. Factors influencing Budget:
Service cost Market price
Capacity of
organization
Changing
demand of client
External and
internal economic
environment
Dr Sudharani Banappagoudar

65. Advantages:
Fix accountability
Offer standard of performance
Careful analysis by management of operations
Weakness of organization can be revealed.
Dr Sudharani Banappagoudar

66. Disadvantages:
Required skills and experience
Time consuming and expensive
Organization development may be ignored
Danger of overbudgeting
Dr Sudharani Banappagoudar

67. Summary:
Planning: Purpose, Feature, Types, Scope, Advantages,
Disadvantages and How to overcome the barriers in
planning
Organizing: Importance, Principles and Scope
Staffing: Definition, Objectives, Features, Steps, Factors
influencing staffing, Staffing norms by INC
Budgeting: Meaning, Purpose, Type, Steps in budgeting,
Factors influencing budgeting, Advantages and
disadvantages
Summary and conclusion
Dr Sudharani Banappagoudar

68. Conclusion:
Nursing profession has seen tremendous improvement over
these years of its journey in practice as well as in education
aspects.
Still the main part of the regulatory bodies and institutions
is not pertaining to merely increase the production of
nursing professionals but to make them competent in their
profession so as to make them visionary leaders lifting the
banner of nursing - the Noble Profession.
Dr Sudharani Banappagoudar

69. Key home message:
The managerial function of an institution helps in
running an institution in a proper way.
The steps include: Planning, Organizing, Staffing,
Budgeting etc.
Dr Sudharani Banappagoudar

70. Evaluation:
1. The foremost phase in managing a nursing
institution is……
a) Organizing
b) Planning
c) Recruiting
d) Staffing
Dr Sudharani Banappagoudar

71. Assignment:
Learn about:
Planning
Organizing
Staffing
Budgeting
Dr Sudharani Banappagoudar

72. Bibliography:
 Basavanthappa BT. Nursing Administration, second Edition, India:
Jaypee; 2009. 119- 128, 145-152.
 Koontz Harold. Essentials of management. Edition sixth. India:
tata McGraw-Hill publishing company limited;2005. 64-69, 127-
129.
 Sakharkar BM. Principles of hospital administration &planning.
Edition second, India. Jaypee brothers; 2009.120-125, 129-134.
 Bhaskar Nima,"Textbook of Nursing Education”, Emmess medical
publication.449-451.
Dr Sudharani Banappagoudar

73. ANY QUESTIONS
Dr Sudharani Banappagoudar

74. THANK YOU
Dr Sudharani Banappagoudar