This document discusses staff development and welfare in healthcare organizations. It defines staff development as a process aimed at personal and professional growth of employees through orientation, education, and training. The objectives of staff development programs are to improve employee performance, update knowledge, encourage research, create a positive work environment, recognize good work, and promote professional development and equality. Various methods of staff development discussed include induction training, job orientation, in-service education, and continuing education. The document also outlines recommendations to improve staff welfare, such as reasonable working hours, leave benefits, healthcare, savings plans, and allowances.

1. Staff Development &
Welfare

2. Staff Development

3. Introduction
• Meaning
– Process directed towards the personal &
professional growth of the working professionals
– To motivate, train and educate the staffs in order
to improve Knowledge Attitude & skills
• Definition
– Process consisting of orientation, in-service
education & continuing education for the people
promoting their personal & professional
development in the employment setting.
• ANA

4. Objectives
1. Improve staff performance & skill in
providing quality care
2. Update knowledge related to current
trends
3. Encourage to conduct evidence based
research activities on technological
advancements
4. Create work-friendly climate

5. Continues…
5. Motivate & improve the sense of security
among staffs
6. Adequate reinforcement for the good works
done
7. Reduce the work-load & burden
8. Promote staff welfare by reducing staff
attrition & absenteeism
9. Promote equal distribution of works
10.Provide a platform to exercise their
professional capabilities.

6. Importance
Focused on developing nursing skills & Knowledge
Introduces employees to a new situation
Provides job oriented counseling- Improves the
professional growth
Provides learning experience in the work setting
Reduces staff turnover or absenteeism

7. Steps/Process
Assess the
educational
needs
Set
priority
Develops general
objectives
Determine
the
resources
Develop a
master
plan
Develop &
maintain
records
Create files on
major educational
topics
Regular
evaluation

8. Types/ Methods of staff
Development
1. Induction
Training
2. Job
Orientation
3. In-service
education
4.
Continuing
education

9. Induction training
• Need:
– Increase the retention of newly hired staffs
– Improve employee morale
– Increased staff productivity
• Steps
– Facility orientation
– Introduction
– Departmental visit
– Orientation
• to philosophy & objective of the organization
• to administrative policies & procedures
Internship
Preceptorshi
p
Mentorship

10. Job Orientation
• Process of creating awareness with an
individual of his/her roles, responsibilities
& relationship in the new work situation
• Components
– Job settings, responsibilities & expectation- A
new employee
– Job responsibilities- A present employee
– Policy changes- Old employee

11. Continues..
• Types:
– General & Specific
• Importance:
– Provides essential, relevant & necessary information
– Help employee to gain confidence
– Helps to develop a sense of belongingness
– It eliminates
• Learning by error
• Passing incorrect information by old employees or peers
• Misinterpretation
• Mistakes & confusion
– Improves;
• Adjustment & problem solving skills
• Acquaintance of personal services to the organizational demands

12. Continues…
• Contents Organization &
climate
Policies, roles &
regulations
Personnel
Services
Responsibilities

13. In-service education
Vs.
Continuing Education
Seminar
By
Ms. Neethu K. Benny

14. Training for special functions
• Objectives:
– Help the professionals to perform correct tasks
– Establish standards & quality nursing services
– Equip the professionals with adequate skills
• Types of skills
– Psychomotor
– Cognitive
– Teaching
– Affective
– Communication
– Supervisory

15. Methods of Delivering SDPs
• Induction
– Physical tour
– Group discussions
– Seminars
– Handbook/Palmphle
ts
• Job orientation
• Oral presentations
• Group discussions
• Seminars
• Handbook/Palmphle
ts
• In-service/Cont.
Edn.
– Group discussions
– Seminars
• Skill training
– Demonstrations
– Role-play
– Clinical
presentations

16. Role of Nurse Administrator
o Involve staff members in development of
standards & objectives of staff development
programs
o Discover & encourage leadership skills
o Provide learning opportunities
o Communicate about staff development
programs
o Allocate time for discussions, observations
and questions
o Be a role model

17. Potential Difficulties
Lack of time
Inadequate
resources
Under-funded
training budget
Conflicting
priorities
Lack of clarity
Failure to
identify/accept
the needs
Shortfall in
training
skills/experience
s
Improper
evaluation
methods

19. Introduction
• Anything done for the comfort and benefit
for the employees
• Helps in keeping the morale & motivation
• Improves staff retention
• Objectives
1. Provide better life & health to the workers
2. Make employees happy & satisfied
3. Relieve industrial fatigue
4. Improve intellectual, cultural & living status

20. High Power Committee
Recommendation
• Employment
• Job description
• Working hours: 40 Hrs/Week,
Compensation for extra working hours,
weekly day off & all the gazette holidays
• Work load/working facilities: Nurses are
not responsible for damage/loss of
materials
• Wages: Uniform pay on the basis of posts

21. Continues…
• Promotional opportunities based on merit
cum seniority
• Career developments: Provision for
deputation for studies after 5 years regular
services.
– Opportunities for attending refresher course every
2 years.
• Accommodation
• Transport arrangements during odd hours,
calamities etc.
• Special incentives for meritorious works

22. Continues…
• Allowances:
– Dearness allowances
– HRA
– City compensatory allowances
– Nursing allowances
– Uniform allowances
– Washing allowance
– Occupational safety: Free medical aid/CGHS
• Risk allowances
• Other allowances
– Children education schemes, crèche

23. Continues…
• Savings
– National savings scheme
– Social security scheme
– General/public provident fund
– Gratuity
• Leave benefits
– Casual leave
– Earned leave
– Maternity leave
– Child care leave
– Commuted leave

24. Health of the Employees
• Pre-employment health screening
• Periodical health status review
• Family health education services
• Maintenance of health records
• Health Benefits (ESI Act)
– Medical benefit
– Sickness benefit
– Maternity benefit
– Disabled benefits
– Dependant benefits

25. Further Reading
• Basavanthappa BT. Nursing
administration. 2nd ed., New
Delhi, Jaypee Brothers, 2009,
793-808