This document discusses training in staff development for nursing. It defines training as an organized method to ensure employees have the necessary knowledge and skills for their jobs. The importance of training is outlined, including for achieving organizational objectives, developing uniform attitudes, job security, and enhancing standards. Different types of training are described such as formal, informal, pre-entry, in-service, post-entry, and orientation. The training process and methods like on-the-job, vestibule, and classroom training are also summarized.

1. TRAINING IN
STAFF DEVELOPMENT OF
NURSING
By;
Mr. MANULAL. V.S
FACULTY
CACEE, University of Kerala,
Thiruvananthapuram.

2. INTRODUCTION TO TRAINING /
SKILL TRAINING
• Training is actually a component of staff
development.
• Growth cannot takes place without trained man
power.
Definition
- Training may be defined as an organized method
of ensuring that the people have acquired the
necessary knowledge and skill to perform specific
job.
- Training refers to a process of developing skills,
habits, knowledge and attitude in employees.
- -------- By……. Torpe.

3. IMPORTANCE / NEED OF TRAINIG
• For the achievement of departmental /
organizational objectives.
• Helps in developing the attitude of trainees
uniform and universal.
• For better job security for the employees and
greater opportunity for advancements.
• Helps the trainers to make them elegible for
recruitment.

4. IMPORTANCE / NEED OF TRAINIG
… cont…
• Enhances the standard of the organization.
• Training equips the trainer with knowledge
and skill about the post on which he/she has
been recruited.
• Training enhances the efficiency of trainers
and helps them to achieve the targets.

5. TYPES OF TRAINING
1. FORMAL AND INFORMAL TRAINING
Formal training is imparted to the employees
to make them familiar with techniques ,
procedures, rules, files, and documents. The
trainers study issues regarding the duties and
mode of functioning. The trainees after training
are well-versed in knowledge of administrative
organization.

6. TYPES OF TRAINING
In informal training , the trainees get
training informally. The employees receives
himself/herself during routine work. The
supervisor provides oral instructions and
guide an employee on work.

7. TYPES OF TRAINING
2. PRE-ENTRY TRAINING
The employees gets training before
they enter into service such as apprentices
before service.

8. TYPES OF TRAINING
3. IN-SERVICE TRAINING
The workers are provided in services
training throughout the work duration to
increase the efficiency.

9. TYPES OF TRAINING
4. POST-ENTRY TRAINING
The training is related to the work of
the employee to handle higher responsibilities
and to remain useful for the organization in
future.

10. TYPES OF TRAINING
5. ORIENTATION TRAINING
Orientation training is to make the
employee familiar with the basic requirements
of organization.

11. TRAINING PROCESS
JOB
DIFFICULTIES
PROBLEM
RECOGNITION
DEFINITION
OF LEARNING
NEEDS
FORMAL
ACTIVITY
EVALUATION

12. STEPS OF DISCOVERING
TRAINING NEEDS
1. ANALYZING JOB AND MEN.
2. IDENTIFYING PRODUCTION
PROBLEMS.
3. COLLECTING EMPLOYEES AND
MANAGERIAL OPINION.
4. ANTICIPATING REQUIREMENTS FOR
DIFFERENT JOBS.

13. COMPONENTS OF TRAINING
• TRAINER.
• TRAINEE.
• TRAINING PERIOD.

14. SIGNIFICANT VALUES OF
TRAINING / ADVANTAGES OF
TRAINING
• Is a useful tool for providing needed skills to the
employees.
• Training is a service to management.
• Reduced supervision.
• Economy .
• Increased morale.
• Fill man power needs.
• It is a continuous never ending process.
• Helps in better management.
• For organizational stability and flexibility.

15. TRAINING METHODS AND
TECHNIQUES
• ON-THE-JOB TRAINING = This enables him/her to
get training under the same working conditions
and with the same processes, materials and
equipments that he/she will be using ultimately.
• VESTIBULE TRAINING = used to impart training in
a classroom for semi-skilled jobs in the plant and
the office. It is more suitable where a large
number of employees need to be trained at the
same kind of work. It is commonly used to train
clerks, machine operators, typists etc

16. TRAINING METHODS AND
TECHNIQUES
• CLASSROOM TRAINING = Classroom
instructions are most useful when concepts,
attitudes, theories and problem solving
abilities are to be taught. It is associate more
with knowledge than skill. The other
classroom methods are; conferences, case
study and role playing. These can be
employed to train and educate the employees
prearing for various executive positions.

17. TRAINING METHODS AND
TECHNIQUES
• APPRENTICES TRAINING = The usual
apprenticeship programs combine on-the-job
training and experience with classroom
instruction in particular subjects. The advantages
of apprenticeship training to the trainees are that
they receive wages while learning and they
acquire a variable skill which help them to secure
a job. This is also advantageous to the employers
and some employers look upon apprentices as a
source of cheap labor .

18. TRAINING METHODS AND
TECHNIQUES
• INDUCTION TRAINING = Is concerned with the
problem of introducing or orienting a new
employee to the organization after the
candidate is finally selected.

19. FRAMEWORK FOR TRAINING
EVALUATION
• CONTEXT EVALUATION.
• INPUT EVALUATION.
• OUTCOME EVALUATION.
• REACTION EVALUATION.

20. TRAINING AND NURSE
ADMINISTRATORS
• The analysis of any training program begins with
training needs statements .
• The desired performance of the same individual can be
analyzed in training,
If P = potential of the individual
PC = present capacity of the individual
ie; P1C1 + P1
A need or performance deficiency is the difference
between actual performance and desired performance.
So, performance deficiency = (P1CI+P1) – (PC+P).
If the difference is ZERO, then no training is required.