The document discusses staff development programs in healthcare organizations. It defines staff development as assisting individuals to attain new skills and knowledge through orientation, in-service education, and continuing education. Staff development is important to keep pace with advances in medical technology, improve patient care, and increase job satisfaction and organizational efficiency. The key aspects of an effective staff development program include assessing training needs, designing and implementing educational activities like induction training and in-service education, and evaluating the program's impact.

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: