1. Transcript of "Staff development programme"
1. 1. STAFFDEVELOPMENT PROGRAMME Ms. Kuldeep Kaur M.Sc Nursing 2nd year
2. 2. 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, skills and attitudes of
vested employees.
3. 3. DefinitionStaff development refers to theprocesses, programs and activitiesthrough
which every organizationdevelops, enhances and improvesthe skills, competencies
andoverall performance of itsemployees and workers.
4. 4. • 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)
5. 5. Need for staff development:-• 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 individuals long-term career growth. – To add or improve skills needed in
the short term
6. 6. – Being necessary to 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. 7. Goals• Assist each employee (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. 8. Objectives• To increase employee productivity.• To ensure safe and effective patient
care by nurses.• To ensure satisfactory job performance by personnel.
9. 9. • To orient the 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. 10. 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
11. 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. 12. Types of staff development:-Induction Job In-service training orientation education
Training for Continuing special education function
13. 13. Induction training:-• It is a brief, standardised indoctrination to an agency’s
philosophy, purpose, policies and regulations given to each worker during her or his first

2. 2 or 3 days of employment in order to ensure his or her identification with agency’s
philosophy, goals and norms.
14. 14. Need of induction training:-• Increased retention of newly hire employees,• Improved
employee morale and Increased productivity.
15. 15. Steps in induction:- 2. Introduction to 1. Tour of the other faculities employees,
superiors and subordinates.3. Description of 4. Departmental organizational visit
functions. 5. Orientation to 6. Administrationphilosophy goals and policies and objectives
procedures
16. 16. Job orientation:-• It is 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.
17. 17. 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.
18. 18. Types of orientation:- General orientation Specific orientation
19. 19. 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.
20. 20. • Helps the new employee to develop a sense of Passing of incorrect information by
old Learning by trail and errorbelonging• Eliminates : Help new employee in solving
initial Apprehension Mistakes and confusion Reduces misinterpretationemployees
and peers. problems and adjust the new Acquaints her with personnel services
readilysituation/environment, with in the institution/community
21. 21. Content of an orientation programme:- The organisation and its environment Policies,
rules and regulation Personnel Services Functions to be undertaken
22. 22. In-service education:-Definition:-• In-service education is a planned learning
experience provided by the employing agency for employees.• 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.
23. 23. 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
24. 24. Need:-• Social changes and scientific advancement• Changes and advancement in the
field of service• Increased the demand of nursing services.• Consumer demand quality
care
25. 25. • 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.
26. 26. Aims:-• Improvement of client 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.

3. 27. 27. • To develop right concept of client care.• To maintain high standards of nursing• To
observe and bring change in staff members chances for promotion• It reduces turnover,
absenteeism.• To discover potentialities, to alert personnel in working environment.
28. 28. Types:-• Centralized in-service training- In nursing service department , one
department will held responsibility for improvement of knowledge, skills, practice of
their nursing staff. They will devote full time for in- service activities.
29. 29. • Decentralized in-service education-this is planned for staff members who work
together, giving care for clients with similar conditions and share similar goals.
30. 30. • Combined in-service approach-In this, the higher nursing authorities and all staff
development occurs in proposed programme of education. They plan, conduct and
evaluate the programme and further plan their programme basing on the need arises.
31. 31. 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
32. 32. • 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.
33. 33. Continuing education:-• “Continuing education 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)
34. 34. 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.
35. 35. • For career advancement.• With the advancement of technology, new role change
takes place and to play those roles, education is required.• To acquire special skills.• Due
to shortage of nurses (because their movement to abroad, more hospital and training
college), more knowledgeable person is required.
36. 36. Functions of continuing education:-• To meet the health needs and public
expectations.• To develop the practicing abilities of the nurse.• To recognize gaps in
knowledge.• To test abilities of participants to do formal academic study.
37. 37. • To improve the communication between the participants, faculty, community and
health sector.• To shape or support university educational policies and practices.• To
ensure the quality of education.• To grant the budget for extension studies.• To maintain
the academic standards.• To provide opportunities for educational growth.
38. 38. • To maintain the roles as bed side nurses and to assume more supervisor,
administrative, to specialize and to generalize the practice.• To provide and prepare
faculty who see continuing nursing education as a personal responsibility.• To provide a
variety of continuing nursing education opportunities of high quality to nurses in both
education and service changes.
39. 39. Training for specific function :-Definition:-• This is concerned with developing
expert technical or manual skills, communication and helps the personnel to perform their
functions effectively.
40. 40. Objectives:• To help the nursing personnel to perform correct methods and
procedures with understanding.• Establishing standards and quality of nursing services.•
Procedure to skill nurses to skilled nurses.

4. 41. 41. Types of skills:- Psychomotor skill Cognitive skill Teaching skills Affective skill
Communication skill Supervisory skills
42. 42. Need for skill training:-• 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
43. 43. Standards of staffdevelopmentprogramme (ANA)
44. 44. Standard 1 – Organization and Administration• The nursing service department and
the nursing staff development unit philosophy, purpose and goals address the staff
development needs of nursing personnel.
45. 45. Standard II – Human Resources• Qualified administrative, educational and support
personnel are provided to meet the learning and developmental needs by nursing services
personnel.
46. 46. Standards III – Learner• Nursing staff development educators assist nursing personnel
in identifying their learning needs and planning learning activities to meet those needs.
47. 47. Standard IV – Program Planning• Provides the unit systematically, plans and evaluate
the overall nursing staff development program in response to health care needs.
48. 48. Standard V – Educational Design• Educational offering and learning experience are
designed through the use of educational process and incorporate adult education and
learning principles.
49. 49. Standard VI – Material Resources And Facilities• Material sources and facilities are
adequate to achieve the goals and implement the functions of the overall nursing staff
development unit.
50. 50. Standard VII – Records And Reports• The nursing staff development unit establishes
and maintains a record keeping and report system
51. 51. Standard VIII – Evaluation• Evaluation is an integral ongoing and systematic process,
which includes measuring the impact on the learning
52. 52. Standard IX – Consultation• Nursing staff development educators use the
consultation process to facilitate and enhance achievement of individual, departmental
and organizational goals.
53. 53. Standard X – Climate• Nursing staff development educators foster a climate which
promotes open communication, learning and professional growth.
54. 54. Standard XI – Systematic Enquiring• Nursing staff development educators encourage
systematic inquiry and applications of the results into nursing practice.
55. 55. Potential difficulties in staff development & training activities:-• Lack of time•
Inadequate resources at disposal• Under-funded training budgets• Conflicting priorities•
Lack of Clarity about what should be done
56. 56. • Failure to identify, 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.
57. 57. Methods of delivering staffdevelopment programme:- Induction Physical tour of the
faculities Group discussion Seminar Hand book and pamphlet
58. 58. Job orientation Orientation Seminar DiscussionHand out or book and pamphlets
59. 59. In-service education Orientation Skill trainingContinuing education Leadership
training

5. 60. 60. Continuing education Lecture Demonstration Seminar Journal club Book
reviewCorrespondence course Formal course Clinical research
61. 61. Training for skill Demonstration DiscussionRole-play method.
1. SEMINARON STAFFDEVELOPMENTPRESENTEDBY MS BINSY CHERIAN MSC(N)IIYRRVS CON

6. 2. 2. INTRODUCTION Staff developmentisthe processdirectedtowardsthe personaland
professionalgrowthof nursesandotherpersonnel whiletheyare ina healthcare agency.In
1928, Pfefferkorndiscussedthe issuesrelatedtothe improvement of nursingservice.In1979,
the processof staff development:componentof change abook of TobinYodermade a major
contribution.
3. 3.  In1976, the council of continuingeducationinnursingpublishedapamphlettitled
guidelinesforstaff development guidedbyDorothyCoye.Hence regulatorybodiesbeganto
recognize the needof anorganizedstaff developmental activitiessuchasorientationand in
service education.National nursingstaff developmentorganization(NNSDO) wasformedforthe
provisionof uniformstandards
4. 4. DEFINITIONSOFSTAFFDEVELOPMENTPROGRAMMEAccordingto KarenJ Kelly,“Staff
developmentprogramme isa processthat includesbothformal andinformal activitieswhich
are relatedtothe employeesrole expectationwithinorganizations”.AccordingtoAmerican
NursesAssociation“Staff developmentprogramme isatermthat includesbothformal and
informal learning,opportunitiestoassistindividualstoperformcompetentlyinthe fulfillmentof
role expectationswithinanagency”.
5. 5. NEED1. Societal change andscientificadvancement.2.Provisionof opportunityfornursesto
continuallyacquire andimplementformaintenance of highqualityof nursingcare.3.Asa part
of individualslongtermcareergrowth.4.To addor the knowledge,skills,attitude,idealsand
valuedessentialsimproveskills.5.Fill the gapinthe past performance.6.Change orcorrectlong
heldattitudesof the employee.7.Tomove aheadandkeepupthe change.8.Fast changing
technologies.9.Needtoincrease productivityandqualityof work.10.Tomotivate employees
and promote employee loyalty..11.Fastgrowingorganization.
6. 6. OBJECTIVESTo improve productivityandtoassistthe nursesto improve herperformance.
Assisteachemployeetoacquire personal and professional abilities.Toensure safe and
effectivepatientcare bynurses. Toensure jobsatisfaction.Tohelpemployee cope withnew
practice.
7. 7. SDP MODEL POST BASICNURSINGNURSINGEDUCATION PRACTICE•CONTINUING
EDUCATION EXPERIENCEEDUCATION OTHER REAL LIFE •INSERVICEEXPERIENCEEDUCATION
•EXTRA MURAL EDUCATION SOCIOECOMICSCOUNSELLINGMANPOWERCAREER PLANNING
PLANNINGPERFORMANCEEVALUATION EMPLOYEE- EMPLOYER RELATIONS
8. 8. STAFF DEVELOPMENTPROGRAMME,HEALTH CAREORGANIZATION MODELThe staff
developmentprogramme,withinahealth care agencywill provideaframeworkasfollows:
9. 9. ◦ SocioEconomics.i.Manpowerplanning Recruitment. Selection Placementii.
Counselling: Performance evaluation. Careerplanning. Promotion.iii.Employee- employer
relation Personal politicsandpractices. Healthservices. Labourrelations
10. 10. ◦ Experience i.Nursingpractice Directpatientcare.◦Approachof independentpatient
care assignmentorteamapproach. Indirectpatientcare:◦ Supervision,administration,
teachingandresearch.ii.Otherreal life experiences◦colleague interaction.◦voluntaryactivities
to healthcare.◦ Professional associationandparticipants.◦Personal life.
11. 11. Continuingeducation◦Education In service◦Orientation◦Skills,attitudeandknowledge
pertinenttonursingpractice withinhealthcare team. Postgraduate education◦Extramural
education. Educationaftergraduationorthe basiceducation.
12. 12. FUNCTION ANDROLE OF A SD PERSONNELROLE OF A MANAGER◦ Appliesadultlearning
principleswhenhelpingthe employeeslearnnew skillsorinformation.◦Coachesemployees
readilyregardingknowledge andskilldeficits.◦Activelyseeksoutteachingopportunities.◦Uses

7. teachingtechniquesthatempowersstaffs.◦Issensitive tothe learningdeficitof staffsand
creativelyminimizesthese deficits.◦Frequentlyassessthe learningneedsof the units.
13. 13. Works withreductiondepartmentFUNCTION OFTHEMANAGER to delineateshared
individual Ensure thatthere are adequateresponsibility. Assuresresponsibilityfor
qualitystaffsforstaff development.andfiscal control of staff Makesappropriate
decisionsdevelopmentactivity.regardingeducationalresource allocationinperiodsof fiscal
Ensure that all staff areconstraints. Provide inputinformulatingstaffcompetentof roles
assigned.developmentpolicies.
14. 14. FORTHE HEALTH AGENCYDeterminationof administrative structure of the staff
developmentprogramme.Determinationandestablishmentof organizational methods
policiesandproceduresof staff developmentprogramme.Determinationandestablishmentof
linesof communicationforthe utilizationof facilitiesandresource personalsforstaff
developmentprogramme.
15. 15. Developmentof measurableshortandlongtermobjectivesforstaff development
Planning,coordinationandutilizationofprogrammes.communityresourcestoassistin
meeting Promotion,development,implementationthese objectives.andevaluationof
programmestomeet Provisionof aconsultive serviceandathese objectives.resource for
informationrelative to staff development.
16. 16. TYPES OF STAFFDEVELOPMENT
17. 17. Continuingeducationisall the learningactivitiesCONTINUINGEDUCATIONDEFINITIONthat
occurs afteran individual hascompletedhisbasiceducation. - COOPER•Thateducationwhich
buildsonpreviouseducation - SHAMNON
18. 18. NEEDS To ensure safe andeffective nursing. Tomeetthe needsof society.updating
nursesknowledgeandprepare themforspecialization. ForcareeradvancementFornew
Professionalrolesare alteredassociety changesandnew technologyemerge developing
wise leadershipandcompetentpractioners Toacquire specializedskillsToprovide avarietyof
CNE inhighqualityandservice changes.
19. 19. TYPES OF CONTINUINGEDUCATION1.MandatorycontinuouseducationItiscompulsorywith
registrationlike the BScprogramme.2.Voluntarycontinuingeducation.Itoccursonlyif
individualnurse ismaturedtomake choice toacquire knowledge forscholasticreasons.
20. 20. 3. Formal educationplannedwithspecific&exclusiveaimswithinaninstitutionto
advance.(M.Scnursing)4.Informal educationcontinuingtolearnwhile practicing.Thiscan
attainedthroughin-service educationalprogrammes.
21. 21. STEPS IN CONTINUINGEDUCATION INSERVICETRAININGWORKSHOPSMANAGEMENT
SKILL& LEADERSHIPTRAININGORIENTATION TOTHE FACULTY
22. 22. IN SERVICE EDUCATION Introduction: partof continuingeducationthatiscarriedonwith
inthe workenvironment providedbythe employingorganizationtoenhance workers
knowledge,skills,attitudes aimstoimprove qualityof service.
23. 23. DEFINITION In-service education isdefinedaslearningexperiencesprovidedinthe workof
settingforthe purpose of assistingstaff inperformingtheirassignedfunctionsin that
particularagency.The educationgiventoa nurse while in- service forherprofessionalgrowthis
calledin-service education.
24. 24. AimTo provide betternursingcare topatientsbyimprovingthe ability& knowledge of
the staff.Main responsibilityof headnurse isprofessional growthof herstaff.Toimprove
performance &attitudes.Assume responsibilityforprovidingorientation,skill trainingandCE
for herstaff

8. 25. 25. PARTSON THE JOB ON GOINGEXECUTIVEORIENTATION TRAININGEDUCATION
DEVELOPMENTPartsof in-service education
26. 26. ORIENTATION Orientationconsistsof experiencesdesignedtohelpthe new worker
become proficientas soonas possible.Orientationprovidesforverbal presentationof
information,physical tours,time toexamine descriptive material ,reports&procedures&policy
manuals& introductionof personal tothe workof enterprisesingeneral &tothe department&
the unitparticular.
27. 27. Onthe jobtrainingItis a maintenance &simplifiednursingactsprogramme including
supervisedclinical practice thatprovidesauxillaryworkerssuchasnursesaides,nursing
assistantswiththe knowledge &skill Itismore economicalnecessarytodotheirjob.&
efficienttoprepare personnel centrally.
28. 28. ON GOING EDUCATION It is the mostimportantpart of a total in-service programme.It
helpstoanalyze:◦ Specificpointsinthe nursingcare of individual patients.◦Gapsin nursing
care are to be reported.◦Reportson one or more patientsadmittedin24 hrs.
29. 29. ◦ Importance of charting◦ New diagnostictest.◦Changesinnursingprocedure.◦Review the
procedureswhichare unfamiliar.
30. 30. Executive developmentTodevelopmanagementskillinthe nurseswhichhelpthemto
provide care including:1.Patienteducation2.Incidental teaching.
31. 31. AfterINDUCTION TRAININGIntroductionacandidate isfinallyselectedhe isissuedthe
appointmentletterandrequestedtojointhe organizationuptosome specific period.The
inductionfollowsthisstepandisconsideredtobe a part of hiringprocedure.
32. 32. DEFINITIONInductionmaybe definedasthe socializingprocessbywhichthe organization
goalsorobjectivesare absorbedbythe individualforthe achievementof the personal goals.
33. 33.  AIMS OF INDUCTION TRAINING:◦To bringan agreementbetweenthe organizational goals
and the personal goalsof the person.◦ To buildthe new employeesconfidenceinorganization
and himself.◦To promote a feelingof belongingandloyaltytothe organization- itsstructure,
products,rulesandregulations.
34. 34. ◦ To give the newemployee the pictureaboutthe organization,toensure thatthe new
employeemaynothave false impressionregardingthe workplace.◦Togive the new entrantthe
idearegardingthe physical structure of the organization.◦Tofostera close relationshipbetween
the newand oldworkersandeventhe supervisors.
35. 35. ◦ To create a sense of securityforthe workersbyassuringhimthe ideathat fairnesstothe
workeristhe inherentpolicyinthe organization.◦Toavoidcostof replacingworkerswho
separate duringthe earlyimpressionperioddue tolackof accurate information.
36. 36. TRAININGFORSPECIFICFUNCTION Definition◦Thisisconcernedwithdevelopingexpert
technical ormanual skills,communicationsandhelpsthe personal toperformtheirfunctions
effectively.Objective ◦To helpthe nursingpersonal toperformcorrectmethodsand
procedureswithunderstanding.
37. 37. ◦ Establishingstandardsandqualityof nursingservices.◦Procedurestoskill nurse.
38. 38. Skill trainingAnabilitythathasbeenacquiredthrough training.Typesof Skills:◦
Psychomotorskills.◦Cognitive skills.◦Teachingskills.◦Affective skills.◦Communicative skills.◦
Supervisoryskills.
39. 39. NEED FOR SKILLTRAININGIndividualnurse neededtohave greaterfreedomtochoose
specificfieldof nursinginwhichshe should work.Goodworktobe recognizedand rewarded.
Avenuesof advancementsandpromotionneedforbetter development.Toavoidfearof
makingmistake.

9. 40. 40. GuidelinesSetthe stage usingequipmentsimilarto thatof the workerinworksituation.
Create ina workera learnerattitude.Give reasonswhyproceduresare carried outinthisway
inthisagency.Break the activitiesintological stepsnecessarytocarry outthe procedure.
41. 41.  Demonstrate stepbystep.Make certainthat the personhaslearned byrequiringa
returndemonstration.Provide writtenoutlinesforreferences.
42. 42. STEPSOF SDP ASSESSNEEDS SET PRIORITYDEVELOPGENERAL OBJECTIVES
DETERMINE THE RESOURCES FEEDBACK DEVELOPMATER CALENDERDEVELOPAND
MAINTAIN RECORDS ESTABLISHFILES ON MAJOR TOPICSEVALUATE
43. 43. STANDARD1:ORGANIZATION ANDSTANDARDSOFSDP(ANA) ADMINISTRATION The
nursingservice departmentandthe staff developmentunit,philosophy,purpose,goalsaddress
the staff developmentneedsof the nursingpersonnelSTANDARD2:HUMAN RESOURCE
Qualifiedadministrative,educational andsupportpersonnel are providedtomeetthe learning
and the developmental needsbynursingpersonnel
44. 44.  STANDARD4:PROGRAMPLANNINGProvidesthe unit, systematicplansandevaluatesthe
overall nursingstaffdevelopmentprogrammeinresponse tohealthcare needsSTANDARD
3:LEARNERNursingstaff developmentprogrammeassistnursingpersonnel inidentifyingthe
learningneedsandplanninglearningactivitiesto meetthose needsSTANDARD
5:EDUACTIONALDESIGNEducationandlearningexperience aredesignedthroughthe use of
theeducationalprocessandincorporateadulteducationandlearningprinciples
45. 45. STANDARD6:MATERIAL STANDARD7:RECORDS ANDREPORTSTheRESOURCESAND
FACLITIESMaterial sourcesandfacilitiesareadequatetoachieve the goalsandimplementthe
functionsof theoverallnursingstaff developmentnursingstaff developmentestablishesand
maintainsarecordsystemSTANDARD8:EVALUATIONEvaluationisanintegral ongoing
andsystematicprocess,whichincludesthe measurementof the impactoflearning
46. 46. STANDARD9: CONSULTATIONNursingstaff developmenteducatorsusetheconsultation
processto facilitate andenhancethe achievementofindividual,departmental STANDARD
10:CLIMATENursingstaff developmenteducatorsfostersaclimate whichpromote
opencommunication,andorganizational goalslearning andprofessional growthSTANDARD
11:SYSTEMATIC ENQUIRYNursingstaff developmenteducates,encouragessystematic
enquiryandthe applicationof the resultsintopractice
47. 47. BARRIERSOF STAFFDEVELOPMENT PROGRAMMELACK OFTIMEINADEQUATE RESOURCE AT
DISPOSALUNDERFUNDEDDAISCONFLICTINGPRIORITIESLACKOFCLARITYABOUT WHAT SHOULD
BE DONEFAILURE TO IDENTIFYOR ACCEPT THE NEEDTREATED ASCOST NOT
INVESTMENTCLINICALATITUDETO STAFFDEVELOPMENT NOTDIRECTLY
MEASURABLESHORTFALL IN TRAINIGSKILLFEARTHAT THE TRAINED EMPLOYEE WILL LEAVE
THEORGANIZATION ORWILL BE POACHEDBY THECOMPETITOR