unlearn, relearn and learn

1. “STAFF
DEVELOPMENT
PROGRAMME”

2. INTRODUCTION:
 For any organization to be effective we need 5M’s
 It is more of men duly qualified than any other
factors which determine the quality and quantity
of performance
 The staff is the key to the development and
success of organization

3. CONCEPT & MEANING OF
STAFF DEVELOPMENT:
 Staff development is the process that assist
individuals in an agency or organization in attaining
new skills and knowledge, gaining increasing levels of
competence, and growing professionally
 The process includes,
- orientation
- in service education
- continuing education

4. IMPORTANCE & NEED OF
STAFF DEVELOPMENT:
‘Let us never consider ourselves finished nurses’
- “Florence Nightingale”
 To keep pace with the rapid expansion and advancement of
medical technology, nurse should be trained and skilled.
 To fill the gap between capabilities of staff and scientific
bases for practice and to assist the staff to work towards
clinical improvement
 To fulfill the demand of nurse administrators

5. Needs cont.,
 To assist the staff to be research oriented
 To improve morale and job satisfaction
 To increase the efficiency of organization
 To emphasize quality rather than quantity
 For successful operation

6. PHILOSOPHY OF STAFF
DEVELOPMENT
It should be in consistent with the primary goal of
the health care organization hat is to achieve a
high quality of nursing care
All the programs should be directed to have the
impact on the learners, system and the patient
and his family

7. GOAL:
“To see measurable improvements in the staff
performance and overall productivity in the
medium to long term period”.

8. OBJECTIVES OF STAFF
DEVELOPMENT:
 To ensure that the organization is well staffed
 To ensure obtaining maximum potential
 To ensure the elements of modernization
 To address nurse employee aspiration

9. OBJECTIVES CONT;
 To formalize the role of nurse
 To address the training needs of nurse
 To develop a congenial organization climate
 To identify management potential
 To achieve the nursing organizational goals

10. ADVANTAGES OF STAFF
DEVELOPMENT:
– To improve knowledge, skill and attitude of
nurses
– To broaden the outlook of the nurse
administrators
– To develop further nurse managers

11. ADVANTAGES CONT;
– To change the attitude of nursing personnel
– More scope for delegation of authority
– Quick and smooth take over by new nursing staff
– To keep up to date

12. STAFF DEVELOPMENT
PROCESS:
1) Develop a
policy for staff
development
2) Formulate
goals and
objectives
3) Plan SDP
4) Implement
planned
program
5) Evaluate the
program & take
remedial action

13. JOURNAL INFORMATION:

14. STAFF DEVELOPMENT MODELS:
1) The RPTIM Model
2) Iowa model
3) Dennis spark model

15. THE RPTIM MODEL:
Phase I
READINESS
Phase II
PLANNING
Phase III
TRAINING
Phase IV
IMPLEMENTATION
Phase v
MAINTENANCE

16. IOWA MODEL:

17. DENNIS SPARKS MODEL:
– Individually guided professional development
model
– Observation/ assessment mode
– Involvement mode
– Training model
– Inquiry model

18. STAFF DEVELOPMENT
METHODS:
– On the job
– Off the job

19. STAFF DEVELOPMENT
ACTIVITIES:
– Induction training
– Orientation
– In service education
– Continuing education

20. INDUCTION TRAINING:
– It is the process by which new nurses employees
are introduced to the organization

21. ORIENTATION:
– It is the activity that
introduces new nurse
employees to the
organization, their
tasks, their superiors,
and their work groups.

22. IN SERVICE EDUCATION:
– It includes all on the job instructions that is
undertaken to enhance his/ her work
performance in the present job.

23. CONTINUING EDUCATION:
– It is defined as the training that an individual
undertaken after the end of basic professional
education to improve competence as a
practitioners and not with a view to gain a new
diploma or license.

24. OBJECTIVES AND AREAS OF
TRAINING PROGRAMME:
– To provide qualitative nursing services to the
patients
– To improve their communication skills are
essentials for interaction with
the patients

25. PLANNING OF EDUCATION
TRAINING PROGRAMMES:
– Assessment
– Design
– Implementation
– Evaluation and follow up

26. ASSESSMENT:
– Needs are determined
– Performance deficit areas are identified
– Information is gathered through organizational
analysis and interview
– Organizational analysis is done to identify where
is training is required

27. DESIGN:
– Behavioural approach
– Cognitive approach
– Humanistic approach

28. IMPLEMENTATION:
– Completion of task analysis
– Specification of entry level skills
– Developmental of instructional objectives
– Identification of media and materials
– Review the objectives of the program

29. EVALUATION AND FOLLOW
UP
Feedback Research
Monitoring Controlling
PURPOSES

30. EVALUATION CONT;
– Formative evaluation
– Process evaluation
– Summative evaluation

31. CONCLUSION: