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Staff development

This document discusses staff development in healthcare organizations. It describes the types of staff development which include induction training, job orientation, continuing education, in-service education, and training for specific functions. It outlines the need, goals, objectives, and standards for effective staff development programs. Such programs aim to enhance employee skills and performance through various methods of delivering training and education. The document emphasizes that well-organized staff development is essential for improving the quality of nursing care.

Health & Medicine◦Technology◦Business◦
STAFF DEVELOPMENT John Christian V. Villanueva, RN
CONTENTS • STAFF DEVELOPMENT – – – – – Types Methods Implementation Organizing Planning • PRINCIPLES AND STRATEGIES OF EFFECTIVE STAFF DEVELOPMENT • CONCEPT OF STAFF DEVELOPMENT
INTRODUCTION • Staff development refers to the processes, programs and activities through which every organization develops, enhances and improves the skills, competencies and overall performance of its employees and workers.
INTRODUCTION • 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) • Personal and Professional Development (CPPD) is the new name for the Staff Development.
TYPES OF STAFF DEVELOPMENT Induction training Job orientation Continuing education In-service education Training for special function
INDUCTION TRAINING
NEED OF INDUCTION TRAINING • Increased retention of newly hire employees • Improved employee morale • Increased productivity.
STEPS IN INDUCTION 1. Tour of facilities 2. Introduction to the other employees, superiors and subordinates. 3. Description of organizational functions. 4. Departmental visit 5. Orientation to philosophy goals and objectives 6. Administration policies and procedures
FORMS OF INDUCTION • Internship • Preceptorship • Mentorship
JOB ORIENTATION
JOB ORIENTATION • The process of creating awareness with an individual of his/her roles, responsibilities and relationships in the new work situation.
IN-SERVICE EDUCATION
IN-SERVICE EDUCATION • 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.
TYPES OF IN-SERVICE EDUCATION Centralized in-service Decentralized in-service Centralized in-service Decentralized in-service education education education education Combined in-service Combined in-service education education
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
STEPS IN IN-SERVICE EDUCATION • 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.
CONTINUING EDUCATION
CONTINUING EDUCATION • “Continuing education is all the learning activities that occur after an individual has completed his/her basic education.” (COOPER) • “The education which builds on previous education.” (SHANON)
TRAINING FOR SPECIFIC FUNCTION
TRAINING FOR SPECIFIC FUNCTION • This is concerned with developing expert technical or manual skills, communication and helps the personnel to perform their functions effectively.
TYPES OF SKILLS • • • • • • Psychomotor skill Cognitive skill Teaching skills Affective skill Communication skill Supervisory skills
GUIDELINES FOR SKILL TRAINING 1.Set the stage, using equipment similar to that provided for the worker in the work situation. 2.Create in worker a learning attitude 3.Give reasons why the procedure is carried out in this way in this agency 4.Break the activities in to logical steps, necessary to carry out the procedure. Demonstrate step by step.
GUIDELINES FOR SKILL TRAINING 5.Make certain that the person has learnt by requiring a return demonstration 6. Provide written out lines for references. 7. Arrange for follow up
METHODS OF DELIVERING STAFF DEVELOPMENT PROGRAM INDUCTION JOB ORIENTATION IN-SERVICE EDUCATION CONTINUING EDUCATION TRAINING FOR SPECIFIC FUNCTION Physical tour of the facilities Group discussion Seminar Handbook and pamphlet Orientation Seminar Discussion Hand out or book and pamphlet Orientation Skill training Continuing education Leadership training Lecture Demonstration Seminar Debate Journal club Book review Correspondenc e course Formal course Clinical research Demonstration Discussion Role-play method
PLANNING
NEED FOR STAFF DEVELOPMENT • Social change and scientific advancement • Advancement in the field of science like medical science and technology. • To provide the opportunity for nurses to continually acquire and implement the knowledge, skills, attitudes, ideals and valued essentials for the maintenance of high quality of nursing care: – As part of an individuals long-term career growth. – To add or improve skills needed in the short term
NEED FOR STAFF DEVELOPMENT – Being necessary to fill gap in the past performance – To change or correct long-held attitudes of employee – Need to increase the productivity and quality of the work. – To motivate employees and to promote employee loyalty – Fast growing organizations.
GOALS • Assist each employee (nurse) to improve performance in his/her position. • Assist each employee (nurse) to acquire personal and professional abilities that maximize the possibility of career advancement.
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 • To help employees cope with new practice role. • To help nurses to close the gap between present abilities and the scientific basis for nursing practice that is broadening through research.
ORGANIZING
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, Healthcare Organization Model
IMPLEMENTING
STEPS IN STAFF DEVELOPMENT • 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
STEPS IN STAFF DEVELOPMENT • 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
STANDARDS OF STAFF DEVELOPMENT PROGRAM (ANA)
STANDARD I- ORGANIZATION & ADMINISTRATION • The nursing service department and the nursing staff development unit philosophy, purpose and goals address the staff development needs of nursing personnel.
STANDARD II- HUMAN RESOURCES • Qualified administrative, educational and support personnel are provided to meet the learning and developmental needs by nursing services personnel.
STANDARD III- LEARNER • Nursing staff development educators assist nursing personnel in identifying their learning needs and planning learning activities to meet those needs.
STANDARD IV- PROGRAM PLANNING • Provides the unit systematically, plans and evaluate the overall nursing staff development program in response to health care needs.
STANDARD V- EDUCATIONAL DESIGN • Educational offering and learning experience are designed through the use of educational process and incorporate adult education and learning principles.
STANDARD VI- MATERIAL RESOURCES & FACILITIES • Material sources and facilities are adequate to achieve the goals and implement the functions of the overall nursing staff development unit.
STANDARD VII- RECORDS & REPORTS • The nursing staff development unit establishes and maintains a record keeping and report system
STANDARD VIII- EVALUATION • Evaluation is an integral ongoing and systematic process, which includes measuring the impact on the learning
STANDARD IX- CONSULTATION • Nursing staff development educators use the consultation process to facilitate and enhance achievement of individual, departmental and organizational goals.
STANDARD X- CLIMATE • Nursing staff development educators foster a climate which promotes open communication, learning and professional growth.
STANDARD XI- SYSTEMATIC ENQUIRING • Nursing staff development educators encourage systematic inquiry and applications of the results into nursing practice.
Staff development