staffdevelopmentprogramme-120411225756-phpapp01.pptx

bsc nursing

1. STAFF DEVELOPMENT PROGRAMME

2. Introduction Staff development refers to all training and education provided by an employer to improve the occupational and personal knowledge, skills and attitudes of vested employees.

3. 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.

4. Definition Staff development refers to the processes, programs and activities through which every organization develops, enhances and improves the skills, competencies and overall performance of its employees and workers.

5. Need for staff development:- Scientific advancement Advancement in the field of science like medical science and technology .

6. Need for staff development:- To provide the opportunity for nurses to continually acquire and implement the knowledge, skills, attitudes, 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 term

7. Being necessary to fill gap in the past performance To change or correct long-held attitudes of employee

8. T o increase the productivity and quality of the work. To motivate employees and to promote employee loyalty

9. Assist each employee to improve performance in his/her position. Assist each employee to acquire personal and professional abilities that maximize the possibility of career advancement.

10. To increase employee productivity. To ensure safe and effective patient care by nurses. To ensure satisfactory job performance by personnel.

11. To orient the personnel to job duties, policies, and agency regulations. To help employees cope with new practice role.

12. PRINCIPLES INVOLVED IN STAFF DEVELOPMENT: Activities must be based on needs and interest of employees and organization. Learning is combination of theory and practical .

13. PRINCIPLES INVOLVED STAFF DEVELOPMENT: Learning involves changes in behaviour Problem solving approach is well suited because; effective learning takes place when there is need/problem

14. PRINCIPLES INVOLVED STAFF DEVELOPMENT: Teaching – learning should be based on educational principles. Learning is active process i.e., teacher and learner should be active in learning.

15. Types of staff development:-

16. Induction training:- It is a brief, standardised introduction 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.

17. Need of induction training:- Increased retention of newly hire employees, Improved employee morale Increased productivity.

18. Steps in induction:-

19. 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. (2- 24weeks)

20. Types of orientation:-

21. 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.

22. Helps the new employee to develop a sense of belonging .     Eliminates : Learning by trail and error Passing of incorrect information by old employees and peers. Reduces misinterpretation    Help new employee in solving initial problems and adjust the new situation/environment,  

23. Content of an orientation programme:-

24. In-service education:- Definition:- In-service education is a planned learning experience provided by the employing agency for employees .

25. In-service education:- Definition:- . 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.

26. 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

27. Need:- Social changes and scientific advancement Changes and advancement in the field of service. Increased the demand of nursing services.

28. Need:- Consumer demand quality care. Rapid changes in medical and nursing practice create a need for in service education .

29. 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

30. Aims:- Improvement of performance To develop specific skills required for practice . To maintain high standards of nursing

31. To observe and bring change in staff members chances for promotion It reduces turnover, absenteeism .

32. TYPES CENTRALIZED IN-SERVICE TRAINING- The in-service curriculum ought to formulated from and be conducted by nursing personnel in the central administration of the agency. None of the learners are consulted or participate in planning learning experiences and yet are expected to attend an in-service offering.

33. Decentralized in-service education It is planned by and conducted for the employees of one or more units. The employees are expected to keep administration informed of their activities and possibly consult with administration when help is wanted

34. Decentralized in-service education employees are expected to develop and direct their own learning experiences. In this approach, control in planning for an in-service is a responsibility of employees and the qualities which are valued more are self direction, initiative and participation.

35. Combined in-service approach- In this, the higher nursing authorities and all staff proposed programme of education. They plan, conduct and evaluate the programme and further plan their programme basing on the need arises.

36. Steps in in-service education:- Assessment: Pinpoint needs , prioritize needs, set training objectives , develop criteria

37. Steps in in-service education:- Implementation : pre test to the participants, Actual conduction of training with ongoing monitoring

38. Evaluation: 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.

39. 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)

40. Need for continuing education:- To ensure safe and effective nursing care as nurses need to keep abreast with knowledge and technical advances . To develop the nurses’ by updating their knowledge and prepare them for specialization.

41. 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 .

42. 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 .

43. To maintain the academic standards . To provide opportunities for educational growth. To maintain the roles as bed side nurses and to assume more supervisor, administrative to specialize and to generalize the practice.

44. 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

45. Steps of staff development program:- Develop a master calendar for an entire programme Develop and maintain staff development record system Establish files on major educational topics Regularly evaluate the staff development program

46. Staff development model The model includes assessment, planning, implementation and evaluation

47. Assessment Learner’s readiness to learn Learning needs, skills/ ability/knowledge Planning Finding resources Matching needs and methods. Implementation Learners Educators Materials Methods Evaluation Achievement Transfer of learning

48. Assessment Assessment includes learner’s readiness to learn and his specific learning needs such as skill, ability or knowledge. educational needs can be based on organizational goal.

49. Assessment In this way staff development programs are used in the most cost-effective and efficient way.

50. Planning- involves obtaining learning resource to present to the learner and then matching learning needs with educational methods. The staff development or education department may use a variety of media for example television , computer assisted instructions etc.

51. Planning- Three main questions should be considered during assessment and planning : Can the learner do what is required? How should the staff development program be arranged to facilitate learning? What can be done to ensure that what is learned will be transferred to the job?

52. Implementation implementation is the gathering together of the educator, learner and all of the material and methods needed for the education program and actualization of plan.

53. Evaluation an investigative process to determine whether the education was cost-effective, whether the objective was achieved and whether learning was transferred from the learning site to actual use on the job.

54. Evaluation The purpose is to determine whether the education program has a positive effect on day to day operating problems and to identify elements of the program that need improvement.

55. BENEFITS OF STAFF DEVELOPMENT: For the employees: Leads to improved professional practice Aids in updating knowledge and skills at all levels of organization Keeps abreast of the latest trends and developments in techniques

56. BENEFITS OF STAFF DEVELOPMENT: For the employees: Equips with knowledge of current research and developments Helps to learn new and to maintain old competencies

57. BENEFITS OF STAFF DEVELOPMENT: For the organizations/employer: Keeps staff enthusiastic in their learning Develop interest and job satisfaction amongst the staff Develops the sense of responsibilities

58. BENEFITS OF STAFF DEVELOPMENT: For the organizations/employer: Creates an appropriate environment for sound decisions as well as using effective problem solving techniques. Helps to adjust to change Aids in developing leadership skills, motivation and better attitudes

59. BENEFITS OF STAFF DEVELOPMENT: For the organizations/employer: Aids in encouraging and achieving self development and self confidence Makes the organization a better place to worker

60. Methods of delivering staff development programme:-

61. THANKS