2. Meaning
Staff development is the process directed
towards the personal & professional growth
of the nurses and other personnel while they
are employed by a health care agency.
Personal and Professional Development
(CPPD) is the new name for the Staff
Development.
3. Definition:
Staff development includes all training and education
undertaken by an employer to improve the
occupational and personal knowledge, skills, and
attitudes of employment.
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)
4. Needs for staff Development:
ďˇ social change and scientific advancement
ďˇ advancement in the field of science like
medical science and technology.
ďˇ 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.
5. Need contâŚâŚ
ďźAs part of an individual's long-term career growth.
ďźTo add or improve skills needed in the short term
ďźBeing necessary to fill gap in the past performance
ďźTo change or correct long-held attitudes of
employee
ďźTo move ahead or keep up with change.
ďźFast changing technologies
ďźNeed to increase the productivity and quality of the
work.
ďźTo motivate employees and to promote employee
loyalty
ďźFast growing organizations.
6. Goals:
1.Assist each employee (nurse) to improve
performance in his/her position.
2.Assist each employee (nurse) to acquire
personal and professional abilities that
maximize the possibility of career
advancement.
7. Objectives
ďˇ To increase employee productivity.
ďˇ To ensure safe and effective patient care by
nurses.
ďˇ To ensure satisfactory job performance by
personnel.
ďˇ To orient the personnel to care objectives, job
duties, personnel policies, and agency regulations.
8. Objectives contâŚ..
ďˇ To help employees cope with new practice
role.
ďˇ Help employees cope with new practice role.
ďˇ Help nurses to close the gap between present
abilities and the scientific basis for nursing
practice that is broadening through research.
9. 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
10. Staff development program, health care
organization model
Assessing
Competency Maintaining
Competency
Developing
competency
11. Steps of staff development program
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
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
12. Resources
ďˇ Public libraries, audiovisual program in addition
to many books and computers, research activities
and speakers to community groups.
ďˇ Schools and universities
ďˇ Association
ďˇ Health and inter service agency
ďˇ Other nursing homes
ďˇ Ones own staff
13. Administrative structure of a staff
development program:
Administrative philosophy, policies &
practices of health care agency.
ďˇ Policies, practices and standards of nursing & other
health professionals.
ďˇ Human & material resources
ďˇ Physical facilities
Financial resources
15. Role:
Applies adult learning principles when helping
employees learn new skills or information.
Coachesâ employees readily regarding knowledge
and skill deficits.
Actively seeks out teaching opportunities.
Uses teaching techniques that empower staff.
Is sensitive to the learning deficits of the staff and
creatively minimizes these deficits.
Frequently assess learning needs of the unit.
ďˇ
16. Types of Staff Development:
ď Induction Training.
ď Job Orientation.
ď In service education
ď Continuing education
ď Training for special function
18. Need of induction training
Increased retention of newly hire employees,
Improved employee morale and
Increased productivity.
19. 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
20. INDUCTION CONTâŚ.
ďˇ Techniques used in induction
ďˇ Forms of induction
ďˇ ď Internship
ďˇ ď Preceptorship
ďˇ ď Mentorship
22. Meaning
The process of creating awareness with an
individual of his/her roles, responsibilities
and relationships in the new work situation.
23. Components
A new employee to his or her job setting so that
he / she is aware of his/ her job responsibility
and expectation.
present employee to the job responsibilities of
his/ her expanded/ enriched role.
The old employees to the policy changes.
25. IMPORTANCE OF ORIENTATION
PROGRAMME
ďˇ Provides essential, relevant and necessary information
ďˇ Helps employee to gain confidence,
ďˇ Lessen the time for the employee to learn about new situations related to
his/her job setting.
ďˇ Helps the new employee to develop a sense of belonging
ďˇ Eliminates
ďˇ ď Learning by trail and error
ďˇ ď Passing of incorrect information by old employees and peers.
ďˇ ď Reduces misinterpretation
ďˇ ď Mistakes and confusion
ďˇ ď Apprehension
ďˇ Help new employee in solving initial problems and adjust the new
situation/environment,
ďˇ Acquaints her with personnel services readily with in the
institution/community
26. CONTENT OF AN ORIENTATION
PROGRAMME
ďˇ The origination and its environment
ďˇ Policies, rules and regulation
ďˇ Personnel
ďˇ Services
ďˇ Functions to be undertaken
28. Definition
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.
29. Concept of in-
service education
Closely identified with
services
Help a
personâs to
improve
performance
effectively
Planned education
activities
Provided in
a job setting
30. Need
Social changes and scientific advancement
Changes and advancement in the field of service
increased the demand of nursing services.
Consumer demand quality care
Rapid changes in medical and nursing practice create
a need for in service education.
Increase number of the people seeking health care as
the population enlarges makes it necessary for the
nurses to function at her highest potential as
quickly as possible.
As health care delivery system become more complex,
the need for continues skill training also
increased.
31. Objective
ďˇ To provide for and promote the personal growth
and development of the workers
ďˇ To stimulate and develop occupational
ďˇ To proved for job satisfaction
ďˇ identifying and meeting current bearing needs
ďˇ To disseminate new information from body of
nursing knowledge and health science through
verity of channels.
To acquire up to date knowledge and to make
confidence among the nurses.
ďˇ To retain experience personnel to foster there
continue education.
32. 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
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.
34. Definition
Continuing education is all the learning
activities that occur after an individual has
completed his basic education
ďˇ - cooper
ďˇ The education which builds a previous
education is called continues education
ďˇ -Shannon
35. Aims of continuing education
ďˇ 1.Improvement of professional practice
ďˇ 2.To motivate the staff to seek the latest knowledge
ďˇ 3.To keep the nurses with the latest development of
technologies
ďˇ 4.It develops interest, job satisfaction and
confidence
36. Purpose of continuing education.
ďˇ Enable a worker to move from satisfactory to
excellent performance
ďˇ Provides exposure to new concepts, procedural
refinements, innovative product applications, or
acquisition of increased expertise
ďˇ Ensure professional development
ďˇ Increase ability in order to solve the problem in a
clinical teaching/ administrative area.
ďˇ Improve the ability to communicate or participate in
research work.
37. Need of continuing education
ďˇ To ensure safe and effective nursing care
ďˇ Changing health care delivery system,
ďˇ Development of nurses by updating their knowledge
ďˇ For career advancement
ďˇ Professional are altered as society changes and as
technologies emerge
ďˇ To acquire specialized skill for professional.
39. Definition
This is concerned with developing expert technical or
manual skills, communication and helps the
personnel to perform their functions effectively.
Objectives
1. To help the nursing personnel to perform correct
methods and procedures with understanding.
2. Establishing standards and quality of nursing
services.
3. Procedure to skill nurses to skilled nurses.
40. Types of skills
ďˇ ď      Psychomotor skill
ďˇ ď      Cognitive skill
ďˇ ď      Teaching skills
ďˇ ď      Affective skill
ďˇ ď      Communication skill
ďˇ ď      Supervisory skills
47. METHODSÂ OFÂ DELIVERINGÂ SDP
INDUCTIONÂ JOBÂ
ORIENTATI
ONÂ
IN-Â SERVICEÂ CONTINUIN
GÂ
EDUCATIONÂ
Physical tourÂ
of the facilities
GroupÂ
discussion
Seminar
Hand bookÂ
and pamphlet
OrientationÂ
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book andÂ
pamphletsÂ
     OrientationÂ
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trainingÂ
     ContinuingÂ
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     LeadershipÂ
trainingÂ
LectureÂ
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DebateÂ
Journal clubÂ
Book reviewÂ
Corresponden
ce courseÂ
Formal courseÂ
ClinicalÂ
researchÂ
TRAININGÂ
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