This document discusses staff development and welfare in hospital and community nursing management. It defines staff development as programs designed to motivate, train, and educate learners to improve their knowledge, skills, and attitudes. The objectives of staff development programs are to improve staff performance and quality of care, provide knowledge updates, support evidence-based research, create a supportive work environment, and evenly distribute workloads. Staff development includes orientation, continuing education, in-service training, job counseling, and formal training programs. It also discusses the need for staff development to establish competence, satisfy interests, develop new skills, and increase productivity. The role of head nurses in staff development and factors relating to staff welfare like working hours, leaves, attendance at courses,

1. MANAGEMENT OF NURSING SERVICES
IN HOSPITAL AND COMMUNITY-
STAFF DEVELOPMENT ANDWELFARE
KULDEEP VYAS
ASST.PROF
HOD –COMMUNITY HEALTH NURSING, DSSNI

2. ST
AFF DEVELOPMENT
Definition:-
Staff development programmes are designed to motivate
learners ,train and educate them in order to improve their
knowledge, skills and attitudes.
Objectives:-
1.Improve staff performance and skill in providing quality
care
2.Knowledge update
3.To participate in evidence based research on current
technological advancements
4.To create friendly environment so that the workers feel
secure and it motivates to work more
5.To reduce work load on a single staff by equal
distribution of work
6.To provide the right opportunity to explore their
capabilities and skills

3. Types of staff development programme:-
1.Orientation programme
2.In service education
3.Continuing education programme
4.Job related counseling
5.Training and development programme
T
raining versus education:-
Training :-it is an organized method of ensuring that people
have knowledge and skills for a specific purpose, that they
have acquired the necessary knowledge to perform the
intricacies of the job.as new skills will increase productivity
so managers at all levels will ensure their responsibility of
training employees.
Education:-It is more formal and broader than training,
because the training is for immediate use but the education
is to develop an individual in a broader sense
`

4. Need of staff development:-
1.T
o establish competence
2.To meet new learning skills
3.To satisfy the interest the staff have in the various fields
4.To develop the competency in the workers
5.To meet the technological and scientific challenges
6.To learn new skills ,procedures and acquire knowledge
to operate complex equipment's
7.Training programmes are used as publicity agents of the
company
8.To increase the productivity of the employees
9.It helps in evaluation of the staff.

5. Functions of staff development programme;-
Staff development mainly aims to provide educational activities
for all nurses employed by the health care agency ,directed
towards bringing change in the behavior related to role
expectations that build upon individuals varies education and
experience.
The frame work for a staff development programme are
1.Socioeconomic function
*Manpower Planning
-recruitment
-selection
-placement
*counseling
-performance evaluation
-career planning
-promotion

6. *employee-employer relations
-personal policies and practices
-health services
-labour relations
Clinical experience:-
1.Nursing Practices-
a. Direct patient care
b.Indirect patient care
2.Other real life experiences
c. Colleague interaction
d. Voluntary activities related to health care
e. Professional associations and participants personal life.

7. Educational objectives of staff development:-
1.Continuing education
-in-service education
-orientation
-skills ,attitude and knowledge related to nursing practice and
carrier planning for individual staff
2.Post basic nursing education which is pertinent to nursing
practice and suffices to the individual and health care agency
needs.
Role of head nurse in staff development:-
1.Involves staff members in developing high standards of patient
care and in establishing objectives and criteria for their
attainment.
2. Discovers leadership skills and creative abilities among staff
and arranges for their development.
3.encourages the staff to participate in planning for the
improvement of nursing care and to apply findings of nursing
practice research.

8. 4. Provides learning opportunities for professional
advancement of staff in order to develop them to their
highest potential.
5.Shares in planning and participates in staff educational
programmes of professional and non professional
personnel.
6. Allots time for discussions, observations and questions.
7. Sets a good example in everyday practice.
ST
AFF WELFARE
The conditions under which the teaching staff have an
effect on the implementation of the programme besides
contributing towards the stability of the staff are
frustrations, conflicts, resignations and frequent requests for
transfer. These can often be reduced when there are clearly
de- i fined policies related to hours of work, teaching load,
welfare of the staff and other matters. " Policies should be
written down and be known to everyone.

9. The following are some issues that impact on staff welfare
1.Hours of work: Direction should be given on the
following:
a. Maximum number of hours to be worked per week
b. The number of days per month
c. Procedure to be followed regarding public holidays
d.Hours to be worked on evening and night duty, i.e.
schedule of classes for evening hours, and provision made
for supervision of students
2.T
eaching load and time for preparation of class and
laboratory sessions:
a. Student guidance and counseling
b. Evaluation of students' assignments
c. Committee work
d. Record keeping
e. Formal teaching hours should not exceed 20 h per week

10. 3.Residence: Accommodation for some staff is essential if the
student curriculum and extracurricular activities are to be
implemented satisfactorily. The accommodation for married and
unmarried staff, including family quarters, depends on the
institution's policy.
4. Leave: The institution should have a clear policy regarding the
following:
A. Time of year during which annual leave may normally be
taken
b. How much leave can be taken at a time
c. The purpose for which the casual or special leave may be
granted
d. Provision for maternity leave
5. Sickness: The policy should include the following clarifications:
a. Who will be responsible for medical treatment
b.The kind of accommodation that will be given—private,
semiprivate or general ward
c. Financial responsibility to be borne by the staff member

11. 6.Attendance: At conferences and study courses, policies
regarding selection and deputation of the staff for further
education, including attendance at formal courses, refresher
courses workshops and conferences. This may depend upon the
following:
a. Educational qualifications
b. Years of experience
c. Any mandatory period of work after return from study
d. Rotation of staff and numbers who may attend at one time
e. Periodic compulsory refresher courses for particular grades of
staff
7. Continuing education and in-service education
A. Employment uniformity in procedures, recruitment according
to education and experience
b. Job description
c. Working hours-40 h per week, extra working hours to be
compensated either by leave or extra emoluments, weekly off:
and gazetted holidays

12. d. Workload and facilities
i. CSSD, central linen and drug supply system
ii.policies for breakage and losses to be developed, and nurses
not to be made responsible for breakage and losses
8. Pay and allowances
a. Uniformity of pay scales
b. Special allowances for uniforms, washing, mess, etc.
9. Promotional opportunities
a. Merit cum seniority
b. Open selection
10. Career development
a. Provision for higher studies
b. Refresher courses
11.Accommodation
a. Near working place
b. Hostel-housing colonies
12. T
ransport facilities