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STAFF DEVELOPMENTAL PROGRAM.
- 2. Introduction Staff developmentis 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, skills and attitudes of vested employees.
- 3. Definition Staff development refersto the processes, programs and activities through which every organization develops, enhances and improves the skills, competencies and overall performance of its employees and workers.
- 4. CONT…. A process consistingof 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)
- 5. Need for staffdevelopment:- Social change and scientific advancement Advancement in the field of science like medical science and technology. 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: ◦ As part of an individual's long-term career growth. ◦ To add or improve skills needed in the short
- 6. CONT….. ◦ Being necessaryto fill gap in the past performance ◦ To change or correct long-held attitudes of employee ◦ Need to increase the productivity and quality of the work. ◦ To motivate employees and to promote employee loyalty ◦ Fast growing organizations.
- 7. Goals Assist eachemployee (nurse) to improve performance in his/her position. Assist each employee (nurse) to acquire personal and professional abilities that maximize the possibility of career advancement.
- 8. Objectives To increaseemployee productivity. To ensure safe and effective patient care by nurses. To ensure satisfactory job performance by personnel.
- 9. CONT.. To orientthe personnel to care objectives, job duties, personnel policies, and agency regulations. To help employees cope with new practice role. To help nurses to close the gap between present abilities and the scientific basis for nursing practice that is broadening through research.
- 10. Steps of staffdevelopment 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
- 11. Resources:- Public libraries, Audiovisual program in addition to many books and computers, research activities and speakers to community groups. Schools and universities Association Health and inter service agency Other nursing homes Ones own staff
- 12. Types of staffdevelopment:- Induction training Job orientation In-service education Continuing education Training for special function
- 13.
- 14. Induction training:- Itis a brief, standardised indoctrination to an agency’s philosophy, purpose, policies and regulations given to each worker during her or his first 2 or 3 days of employment in order to ensure his or her identification with agency’s philosophy, goals and norms.
- 15. Need of inductiontraining:- Increased retention of newly hire employees, Improved employee morale and Increased productivity.
- 16. Steps in induction:- 1.Tour of faculities 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
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- 18. Job orientation:- Itis an individualised training programme intended to acquaint a newly hired employee with job responsibilities work place, clients and co-workers. The process of creating awareness with an individual of his/her roles, responsibilities and relationships in the new work situation.
- 19.
- 20. Importance of orientation programme Provides essential, relevant and necessary information Helps employee to gain confidence, Lessen the time for the employee to learn about new situations related to his/her job setting.
- 21. Content of anorientation programme:- The organisation and its environment Policies, rules and regulation Personnel Services Functions to be undertaken
- 22.
- 23. In-service education:- Definition:- In-serviceeducation is a planned learning experience provided by the employing agency for employees.
- 24. Concept of in-service education:- Closely identified with services Help a person’s to improve performance effectively Planned education activities Provided in a job setting
- 25. Need:- Social changesand scientific advancement Changes and advancement in the field of service Increased the demand of nursing services. Consumer demand quality care
- 26. CONT.. Rapid changesin 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.
- 27. Aims:- Improvement ofclient through upgrading the services rendered with scientific principles. To keep in face in changing society to their needs. Acquisition of new knowledge Improvement of performance To develop specific skills required for practice.
- 28. TYPES OF IN-SERVICE EDUCATION Centralized in-service education Decentralize din-service education Combined in-service education
- 29.
- 30. Continuing education:- “Continuingeducation is all the learning activities that occur after an individual has completed his/her basic education.” (COOPER) “The education which builds on previous education.” (SHANON)
- 31. Need for continuing education:- To ensure safe and effective nursing care as nurses need to keep abreast with interest, knowledge and technical advances. To meet the needs of population. To develop the nurses’ by updating their knowledge and prepare them for specialization.
- 32.
- 33. Training for specificfunction :- Definition:- This is concerned with developing expert technical or manual skills, communication and helps the personnel to perform their functions effectively.
- 34. OBJECTIVES: To help thenursing personnel to perform correct methods and procedures with understanding. Establishing standards and quality of nursing services.
- 35. Need for skilltraining:- Individual nurse needed to have greater freedom to choose the specific field of nursing in which she would work. Good work to be recognized and reward. A venues of advancement and promotion need to be better development Fear of making mistakes
- 36. METHODS OF DELIVERING STAFFDEVELOPMENT PROGRAM INDUCTION JOB ORIENTATIO N IN-SERVICE EDUCATION CONTINUING EDUCATION TRAINING FOR SPECIFIC FUNCTION Physical tour of the facilities Group discussion Seminar Handbook and pamphlet Orientation Seminar Discussion Hand out or book and pamphlet Orientation Skill training Continuing education Leadership training Lecture Demonstratio n Seminar Debate Journal club Book review Corresponden ce course Formal course Clinical research Demonstratio n Discussion Role-play method
- 37. Potential difficulties instaff development & training activities:- Lack of time Inadequate resources at disposal Under-funded training budgets Conflicting priorities Lack of Clarity about what should be done
- 38. CONT… Failure toidentify, or accept the need. Shortfall in training skill or experience Fear that trained employee will leave the organization or will be poached by competitor. Cynical attitude to Staff development- Not directly measurable. Treated as Cost not investment.