Nursing Management

2. SEMINAR ON STAFF
DEVELOPMENT PROGRAMME
PRESENTED BY:
C.SUDHAKAR.
M.Sc., (N)-II YEAR
GCON,CUDDALORE

4. INTRODUCTION:
Staff development is the process directed towards the
personal and professional growth of nurses and other
personnel while they are employed by a health care
agency.
Staff development refers to all training and education
provided by an employee to improve the occupational
and personal knowledge, skill, attitude of vested
employees.

5. DEFINITION:
Staff development is a process to assist
employees in attaining skills and knowledge
and gain levels of competence and to grow
through orientation, in-service education and
continuing education and other programs.
-Medical Dictionary

6. OBJECTIVES OF STAFF
DEVELOPMENT
 To improve staff performance and skill in providing
quality care.
 To update the knowledge related the current trends.
 To encourage the staff members to conduct evidence-
based research activities on current technological
advancements.
 To upgrade the knowledge regarding therapeutics and
diagnostics technologies.

7. OBJECTIVES OF STAFF
DEVELOPMENT CONT…
 To create friendly working atmosphere that
motivates the staff to work well, ensuring the sense
of security.
 To provide adequate reinforcement for their good
work.
 To reduce the workload and burden on single staff
by providing equal distribution of work schedules,
thereby reducing staff turnover and absenteeism

8. GOALS OF STAFF DEVELOPMENT:
•To assist each employee to improve performance
in his or her present position and to acquire
personal and professional abilities that
maximizes the possibility of career advancement.

9. IMPORTANCE AND NEED OF
STAFF DEVELOPMENT:
To update knowledge, skill and practices with the
advancement in the medical field.
To cope up with rapid societal changes and
improvements in health sciences.
To fill the demand and interest of the public in health
promotion.
To fill the gap due to increased specialization and
research among nursing personnel.

10. IMPORTANCE AND NEED OF
STAFF DEVELOPMENT: CONT…
To have a challenge in growing unionization and
legislative control of nursing.
To help nurses to be aware of unfamiliar practice
roles and rules.
To emphasize quality rather than quantity.

11. PRINCIPLES
OF
STAFF
DEVELOPMENT

12. PRINCIPLES OF STAFF
DEVELOPMENT:
1. Activities must base of needs and interest of
employees and organization.
2. Learning is combination of theory and experience.
3. Learning is internal, personal and emotional process.
4. Learning involves changes in behaviour.

13. PRINCIPLES OF STAFF
DEVELOPMENT: CONT…
5. Learner should be encouraged to contribute in
learning process.
6. Problem solving approach is well suited.
7. Positive reward is effective.
8. Teaching – learning should be based on
educational psychology.

14. PHILOSOPHY OF STAFF
DEVELOPMENT:
The department of Continuing Education is an essential part
of the nursing division and adopts the philosophy of the
division.
1. The primary goal of a health care agency is the
achievement of a high quality of health care for the people
who use the agency’s service.

15. PHILOSOPHY OF STAFF
DEVELOPMENT: (Cont)
2. It focus in the development of all employees for the
enhancement of nursing care given to its patients.
3. Educational activities should be designed and
implemented to promote a high standard of safe,
effective nursing practice.

16. STAFF DEVELOPMENT MODELS:
A.1. The RPTIM Model
A.2. Iowa professional development model
3. Staff development model for Goal Achievement

17. THE RPTIM MODEL

18. RPTIM MODEL
•R – READINESS.
•P – PLANNING
•T – TIMING.
•I – IMPLEMENTATION.
•M - MAINTENANCE

19. 1. The RPTIM Model:
Woods, Thompson and Russell in 1981.
Phase I
Readiness
Phase II
Planning
Phase III
Training
Phase IV
Implementation
Phase V
Maintenance

20. 2. Iowa professional development model:

21. 3. Staff development model for Goal Achievement of
the Health Care Agency, the Nurse and the Nursing
Profession:
• This model has three main components:
Education
Experience
Socio – economics

22. STAFF DEVELOPMENT
METHODS

23. STAFF DEVELOPMENT METHODS:
On – the – job methods
•Example – job rotation
Off-the-job methods
•Example – seminars

24. FACTORS INFLUENCING STAFF
DEVELOPMENT PROGRAMME
a. Administrative philosophy, policies and practices of
health care agency.
b. Policies, practices and standards of nursing and
other health professionals.
c. Human and material resources within the health
care agency and community.
d. Physical facilities within a health care agency and
community.
e. Financial resources within a health care agency and
community.

25. FUNCTIONS OF STAFF DEVLOPMENT
PERSONNEL:
 Determination of the administrative structure of the staff
development programme.
 Determination and establishment of organizational
methods, policies and procedures for a staff development
programme.
 Determination and establishment of line of communication
for the utilization of facilities and resources personnel for
the staff development programme.
 Determination of organizational and individual staff
development needs and priority.

26. FUNCTIONS OF STAFF DEVLOPMENT
PERSONNEL:
 Development of measurable short and long term
objectives for staff development programmes.
 Promotion, development, implementation and
evaluation of programmes to meet these objectives.
 Planning, co-ordination and utilization of community
resources to assist in meeting these objectives.
 Provision of a consultative service and a resource for
information relative to staff development.

27. OTHER ACTIVITIES OF STAFF
DEVELOPMENT:
 Make rounds with a physicians
 Attend medical round in a teaching centre
 Visit another hospital to observe their method of patient
care
 Attend professional meetings, conferences etc and
present papers
 Read articles of special interest and report them to staff

28. BENEFITS OF STAFF DEVELOPMENT:
• For the employees:
Leads to improved professional practice
Aids in updating knowledge and skills at all levels of
organization
Keep the nurses abreast of the latest trends and
developments in techniques
Equips the nurses with knowledge of current research
and developments
Helps the nurses to learn new and to maintain old
competencies

29. •For the organizations/employer:
Keeps the nursing staff enthusiastic in their learning
Develop interest and job satisfaction amongst the staff
Develops the sense of responsibilities for being
competent and knowledgeable
Creates an appropriate environment and sound
decisions as well as using effective problem-solving
techniques

30. •For the organizations/employer:
•(CONT)
Helps the nurse to adjust to change
Aids in developing leadership skills, motivation and
better attitudes
Aids in encouraging and achieving self development and
self-confidence
Makes the organization a better place to worker

31. ROLE OF ADMINISTRATOR
IN
STAFF DEVELOPMENT
PROGRAMME

32. ROLE OF ADMINISTRATOR IN
STAFF DEVELOPMENT
PROGRAMME:
 As an orienteer
 As a teacher
 As a resource person
 As a counsellor
 As a role model and evaluator

33. PROGRAMMES FOR STAFF DEVELOPMENT:
1.1. Induction training
1.2. Job orientation programme.
1.3. In-service education
1.4. Continuing education
1.5. Training for special function

69. SUMMARY

70. THEORY APPLICATION:
Theory of Scientific Management – Frederick Taylor

71. JOURNAL REFERENCE
Ghenghes, P., & Abdelmageed, S., (2018). A study on the effects of staff
development on teachers satisfaction and perceptions on change in teaching
performance. Journal of education and practice. 9(16).
Abstract
Staff development is vital to the success of any academic institution as it
ensures that staff maintains and enhances their skills and knowledge that can
be used to improve quality and performance in their job role. Therefore,
assessing the satisfaction of staff towards staff development activities is
becoming increasingly important to its success. This paper aims to focus on the
reasons why academic staff attends staff development workshops/sessions, to
determine their satisfaction levels towards staff development and whether
participation in such activities enhances their perceptions of their teaching
practices and how effective they are as a teacher.

72. Data was gathered through a questionnaire survey. The results indicated that the
two main reasons for attending staff development are to ‘gain knowledge and
skills’ and for ‘personal development’. However, the two external factors that
constrained them from attending all the workshops/sessions were ‘time conflict’
and ‘administrative workload’. A significant positive relationship between
satisfaction with staff development and enhancing staff’s effectiveness as a
teacher, teaching practices and applying the knowledge and techniques acquired
in their lectures and classes was also found.
• Keywords: staff development, satisfaction, perceptions, performance, higher
education