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staffing
The document discusses various aspects of staffing in healthcare organizations. It defines staffing and outlines the staffing process which includes recruitment, selection, training, performance appraisal, and retention of employees. Key factors that influence staffing patterns such as patient needs, nursing unit characteristics, and availability of personnel are mentioned. The importance of safe staffing in achieving positive patient and nurse outcomes as well as cost savings is highlighted. Objectives and philosophies around ensuring adequate and competent staffing are also provided.
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staffing
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- 2. Meaning Staffing means numberand composition of personnel assigned to work on a unit at a given time
- 3. DEFINITION It is aprocess of planning, employing and developing human resources at different levels of an organization for carrying out the various managerial and other functions required.
- 4. Definition According to Koontz,O’donnell and weihrich staffing involves manning the organisational structure through proper and effective selection ,appraisal estimate and development of personnel to fill the roles designed in to the structure
- 5. staffing Definition –staffing isthe systematic approach to the problem of selecting training , motivating ,and retaining professional and non professional personal in any organisation. It involves manpower planning to have the right person in the right placeand avoid square peg in round hole.
- 6. Reasons increased thesignificance of staffing Advancement of technology Increased size of the organisation Long range need for manpower-future labour turn over
- 7. High wage bill---if right type of person is not appointed then management has to spend on wages and procedure ,even though poor work out put Recognition of human relations –financial and nonfinancial incentives
- 8. MISSION 1. To ensuremaximum utilization of human resources. 2. To discover & obtain competent personnel for various jobs. 3. To ensure the continuity & growth of the enterprise through adequate staffing.
- 9. 5. To beable to meet crisis/emergency situations. 6. To deliver good quality of care & attain job & patient satisfaction 7. To improve job satisfaction & morale of the employees through objective assessment.
- 10. objectives Provide a professionalstaff nurse in critical care unit operating room and emergency unit Provide sufficient staff to permit a 1:1 nurse patient ratio for each shift in critical care unit Staff the general medical surgical paediatric maternity and psychiatric units to achieve 2:1 ratio
- 11. Provide sufficient ingeneral medical surgical units to permit 1:5 nurse patient ratio on a day and afternoon shift and 1:10 on night shift Involve the head nurse and all nursing person designing the departments staffing programmes design a staffing plan that specifies number of personal in each classification assigned to each ward in each shift
- 12. Head nurse isresponsible for translating master plan to weekly schedule Empower head nurse to adjust extra personal Reward employee for long time services
- 13. PHILOSOPHY OF STAFFING •Nurse administrator believes that 1. The knowledge & skill of the staff can adequately fulfill the needs of the patient & thereby ensure both job satisfaction & quality care.
- 14. • Only professionaltrained nurses can provide a high quality of patient care & handle critically ill patients by providing both technical & intrapersonal skills.
- 15. 3. A professionalnurse cannot only treat chronically ill patients, but also provide health education & rehabilitative care, which is more complex.
- 16. 4. Job quantification& analysis could be done based on patient needs & doing assignments.
- 17. • 5. Allsorts of nursing-related problems, e.g. master rotation plan, duty roster, etc., should be done only by nursing heads.
- 18. 6. A staffingplan should be delegated to each unit-level head nurse so that the activities of each ward & details of each shift are planned well.
- 19. IMPORTANCE OF STAFFINGPATTERN .
- 20. Utilization of resources efficiently Makes stronger organization EfficientHuman Resources Organizational performance Managerial functions Achieve the objectives
- 21. Safe staffing • safestaffing means that an appropriate staff with a suitable mix of skill levels is available at all the times to ensure the patient care needs are met and are hazard free working environment and working conditions are maintained . ( International Council of Nurses) • safe staffing is appropriate levels of Registered nurses (RNs) to always meet the care as per needs of the patients. (ANA)
- 22. Nature of staffing •Staffing is staff centered • It is applicable for all types of organization. • It is concerned with all the categories of personnel from top to operational levels. • Its basic function of management ; like management also needs the directing , organizing coordinating the controlling functions. • Manager in each level is engaged in performing the staffing function. • Staffing is a continuous activity as the manager is to guide and train the subordinates and also evaluate their performance. • Each manager is required to have human relation skills in performing the staffing functions.
- 23. FEATURES OF STAFFING: •Staffing is management of manpower or human resource. • Staffing function is related to the employment of nursing personnel of all types. • It includes various type of activities to get the right type of nurses on the right job. • It is concerned with the filling of various type of positions or jobs in the nursing organization with suitable nursing personnel. • Its every nurse managers Job.
- 24. Need for staffing Advancement of knowledge and technology. Specialization. Increasingsize of the health organization Health awareness and awareness of consumer rights Shortage of staff. Emphasis on human relations Occurrence of major crisis.
- 25. Importance of safestaffing • RELATED TO THE PATIENTS: Staffing leads to lower patient mortality and morbidity. Reduce incidents of adverse events Shorten the hospital length of stay Increase the patient satisfaction.
- 26. Importance of safestaffing • RELATED TO NURSES : • Safe staffing increases the nurse’s Job satisfaction. • It reduces the stress among the nurses and the cases of Burn out . • The absenteeism and the turn-over rates are reduced. • It has a positive impact on the continuity and the quality of care by the nurses.
- 27. Importance of safestaffing • COST OF CARE
- 28. System approach tostaffing Input Process Output Controls and feedback
- 29. Components / stepsof staffing MONPOWER PLANNING JOB ANALYSIS RECRUTMENT SELECTION PLACEMENT INDUCTION AND ORIENTATION TRAINING AND DEVELOPMENT REMUNERATION PERFORMANCE APPRAISAL PROMOTION AND TRANSFER
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- 31. Factors effecting staffing pattern Types of nursing services Numbe r of patient s Standa rdof care: Role defined by profession Qualificatio n and Job specificatio n Supply of the person nel Patient’ s conditi on Fluctuatio n of the work load Method of assignment Nursin g unit Suppor ting staff Policies Budget
- 32. Factors influencing staffingpattern Pattern of delivery services Standard of nursing care Different type of activties performed Size and type of unit
- 33. NORMS & ACTIVITIES •Recommendations of the Staff Inspection Unit. • Recommendations of the Patient Classification System.
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- 36. Selection Adequate applicantpool Process Pre employment Screening Complication of application Reference Employment interview Pre employment Physical testing Examinant Employer decision Notification of application
- 37. Recruitment Process of attractingthe potential employees to the organisation
- 38. Sources of recruitment Internalsources External sources
- 39. Internal sources present permanentemployees Present temporary employees Retired employees Dependent of deceased, disabled, retired and present employees
- 40. advantages Improves employ-employer relationship Developssense of security Costs less Labour turnover is reduced Employees are motivated to perform better Suitability of internal candidate judged better than external Suitability of employment can be ensured
- 41. External sources Purposes Offers widechoices New entrants Invitation without any discremination Best utilization of experience and trained personnel Expertise, experience ,excellence in other organisation
- 42. sources Campus recruitment Own databank Advertisements Third party method-employment exchange Present employer Deputation Word of mouth—present employees Trade union Casual applicant Educational institutions—placement cell
- 43. Recruitment process Identifying theneed to recruit Identifying the job requirements Deciding the sources of potential recruits Deciding the selectionmethod Short listing the candidates Selection of the succesful candidates Notifying the candidates of outcome Appointing the succesful candidate
- 44. Selection Selection is theprocess of choosing the right candidate from the pool of applicants
- 45. Steps of selection Screeningand receiving the application Conducting preliminary screening interview Psychological tests Background investigation Indepth Interview Physical examination/medical examination Final selection placement
- 46. Training and development Isthe process of developing knowledge,skills and behaviour in people that enable them to better perform their current and future jobs
- 47. Training techniques On thejob Off the job
- 48. On the jobtraining Coaching Job rotation Planned work activities
- 49. Off the job Classroom lecture Case studies Roleplaying Programmed learning
- 50. Performance appraisal Evaluating aworkers performance and his potential for development Done through--- ranking method ratingscale Peer review Anecdotal record checklist
- 51. Recruitment and selectionof students 1. Admission policies—policies based on kind of programme . Carefully formulated and made known to the person concerned with selection, recruitment
- 52. Policies in relationto academic qualification What will be the educational requirement for admission be the minimum required by the statutory bodies Are any specific subjects required, like science, english May any of the requirements be relaxed under special circumstances ? If so what are these?
- 53. Relation to personaland social fitness Will there be maximum age limit?if so under what circumstances may it be relaxed? Will married students be eligible for admission ? Will male candidates be admitted? Do the philosophy of the school requiees the candidate to have any personal qualification ? Is admission subject to satisfactory medical
- 54. others Will student beadmittted from other school or college Ploicie regarding repeatedly failure of the students in the final exam and not eligible. Will they go home and come for exam or will they be permitted tocontinue with the junior students
- 55. 2. Recruitment ofthe student Notification in the local/national dailies or other media Students with good aptitude ,interest can apply Talks on t. v. through feature film on nursing ,publishing article in the journals,
- 56. Individual college cando this by various ways Conducting function in which selected members of the public participate Broad casting such function in the radio, T. V. news paper, journals etc. Arranging talk by the nursing college in the community organisation ,local school and colleges Arranging or celebrating important events
- 57. Publishing articles reportsand pictures of the activites in the local press. Publication of the college brochure
- 58. Selection of students 1.Selectionpolicies How much and what information required Whethe medical certificate be produced by the student Who all will be the members of the selection committee Will there be any interview Will there be any aptitude test
- 59. 2. application form Itis the administrative responsibility, handled by the clerical staff under the direction of administrative head Analyze the entrance test, Assessing the academic achievement
- 60. Information in theapplication form 3. selection committee Representatives of the college Head of the college Nursing professors Representative of the local controlling authority Educational psychologist
- 61. 4. procedure personal interview Interviewwith the parents Written test Medical report
- 62. After the selection Orientationprogramme
- 63. Staff recruitment andselection Recruitment procedure Selection procedure Staffing pattern as per INC After the selection Orientation Placement Job description Staff welfare programme Inservice education
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