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Staff development programs aim to promote the ongoing education of employees through orientation, in-service training, and continuing education. Such programs help employees keep up with changes, improve performance, and ensure high quality patient care. They assess employee needs, provide educational resources, and use principles of adult learning to empower staff. Research is also important for continuing education, helping to identify gaps and validate improvements in nursing practice.
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Introduction to a staff development programme for nursing, led by Nidheesha, 1st year MSc Nursing.
Definition of staff development as a process of education and training for personnel within employment settings, consistent with organizational goals.
Explains the need for staff development due to social changes, technological advancements, and the need for skill enhancement and organizational performance.
Goals and objectives of staff development include improving employee performance, ensuring effective patient care, and helping employees adapt to new practices.
Staff development functions to provide educational activities for nurses, ensuring growth from hiring to exit.
Steps include assessing educational needs, setting priorities, developing objectives, and maintaining education systems.
Roles include applying adult learning principles and actively seeking teaching opportunities to enhance staff knowledge.
Overview of andragogy and principles that highlight how adults learn, emphasizing self-direction, problem-solving, and personal experiences.
In-depth look at different types of programs including induction training, job orientation, and in-service education.
Definition and need for inservice education, driven by social changes and an increased demand for quality nursing services.
Emphasis on personal growth, job satisfaction, and the dissemination of new information as key objectives of inservice education.
Focus on developing skills for specific functions, enabling personnel to perform effectively.
Definition and importance of continuing education in nursing for skill acquisition, policy adaptation, and career advancement.
Discusses roles of continuing education in meeting health needs, improving nursing abilities, and ensuring academic standards.
Formal and nonformal classifications of continuing nursing education and planning processes involved.
Highlights the role and purposes of research in continuing education, focusing on improving nursing care quality and knowledge base.
Discusses the necessity of research in nursing to fill knowledge gaps, improve standards, and adapt to changing functions.
Explains various research methods including quantitative, descriptive, and analytical approaches essential in continuing education.
Highlights advantages of research such as improving instructional methods, administration, and curriculum development.
The state nursing council’s responsibilities in assessing needs, preparing curricula, and ensuring quality in continuing education.
Outlines the standards provided by the ANA for effective staff development programs, ensuring quality and accountability.
Identifies potential difficulties in staff development efforts such as time constraints, funding issues, and unclear objectives.
Summarizes the presentation's content, includes bibliography for further reading, and thanks the audience.
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- 1. STAFF DEVELOPMENT PROGRAMMEBYNIDHEESHA ,1ST YEAR MSC NURSING
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- 3. NEED FOR STAFF DEVELOPMENT Social change and scientific advancementAdvancement in the field of science continually acquire and implement the knowledge skill and attitude long term carrier growthTo add or improve skills To fill the gap in the past performancekeep up with change
- 4. Fast changing technologiesNeedto increase productivity and quality of the workTo motivate employees and to promote employee loyalityFast growing organizations
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- 7. CONT…To help employeescope with new practice rule Help nurses to close the gap between present abilities and scientific basis for nursing practice that is broadening through research
- 8. FUNCTIONS OF STAFFDEVELOPMENT Provide educational activities for all nursesgrowth and development of personnel from their initial contact with a health care agency until termination of service.
- 9. STEPS OF STAFFDEVELOPMENT PROGRAMMEAssess the educational need of staff members Set priority
- 10. Develop general objectivesfor the staff development programme Determine the resources needed to reach the desired objectives
- 11. Develop a mastercalendar for the entire year Develop and maintain staff development system Establish files on major educational topics ROLES Applies adult learning principlesCoaches employee readily regarding knowledge and skill deficits Actively seeks out teaching opportunities Uses teaching techniques that empower staffIs sensitive to the learning deficits
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- 13. ADULT LEARNING PRINCIPLES Adultsare heterogeneous as learners Adults have multiple responsibilitiesAdults have numerous life and work backgrounds
- 14. CONT…Adults may beless flexible as learnersAdults may have negative past learning experiencesAdults are voluntary learners
- 15. CONT..Adults are problem–centered learnersAdults are knowledgeable learnersMost adults are self directed in their learning Adults of different ages need varying degrees of support in learning
- 16. Knowles' Adult LearningPrinciples:Adults are internally motivated and self-directed 2. Adults bring life experiences and knowledge to learning experiences3. Adults are goal oriented
- 17. 4. Adults arerelevancy oriented5. Adults are practical6. Adult learners like to be respected
- 19. TYPES OF STAFFDEVELOPMENT Induction training Job orientationIn service education Training for special functionContinuing education
- 20. INDUCTION TRAININGNEEDIncreased retentionof newly hire employees Improved employee morale Increased productivity
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- 24. IMPORTANCE OF ORIENTATION PROGRAMME Provides essential ,relevant and necessary informationHelps employee to gain confidence Lessen the time for employeeHelps the new employee to develops sense of belongingHelps new employee in solving initial problem and adjust the new situation /environment Acquaints her with personal services readily with in the institution /community.
- 25. INSERVICE EDUCATIONInservice educationis aplanned 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
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- 27. Rapid change inmedical and nursing practice create a need for inserviceeducationIncrease number of people seeking health careAs health care delivery system become more complex ,the need for continuing education is mandatory
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- 29. Steps in inserviceeducationAssessment ImplementationEvaluation
- 30. TRAINING FOR SPECIFICFUNCTION This is concerned with developing expert technical or manual skills, communication and helps the personnel to perform their function effectively
- 31. CONTINUING EDUCATION:- “Continuingeducation is all the learning activities that occurs after an individual has completed his basic education ’’ Cooper
- 32. “Let us neverconsider ourselves as finished nurses…..We must be learning all our lives”- Florence Nightingale
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- 34. society changes andas new knowledge and technologies emerge.Increasing public concern for the health and welfare of all the peopleLegislation had a great impact on the education of health personnel
- 35. FUNCTIONS To meetthe health needs and public expectations To develop the practicing abilities of the nurse Recruitment function Recognize gaps in their knowledge
- 36. To test abilityto do final academic study To improve communication between participants ,faculty,community and health sector To test participants ability to do formal academic studyTo shape or support university educational policies and practices
- 37. To ensure thequality of educationTo grant budget for extension studies To maintain academic standardsTo meet educational requirements
- 38. CLASSIFICATION OF CNE FormalCNENonformal CNE
- 39. PLANNING OF CONTINUINGNURSING EDUCATIONDeveloping concept of CNE2. Identification of the target groupDevelopment of ObjectivesDetermination of Need5. Development of plan
- 40. 6. Selection of CNE Method 7. CNE Budgeting8. Implementation of CNE9. Evaluation
- 41. FUNCTIONS OF NURSEEDUCATORS IN RESEARCHAssist in initiating and participating in studies for the improvement of educational programmes.Identifies problems in which research is indicated or potentially desirable.Continuous to develop competence in problem solving processCo- operate or initiates group activity in development and evolution of studies.Utilize findings of research.
- 42. STRATEGIES FOR SCHOLARSAND EDUCATORSIncorporate research findings in the curriculum.Encourage research and research utilizationPrepare integrate reviewsPlace demands on researcher
- 43. PURPOSES OF RESEARCHIN CONTINUING EDUCATIONIt helps in improve the future quality of life by resolving the current problems that influences the quality of nursing care.Research helps in the formation of discipline in nursing practice and professionalismHelps to discover answers to meaningful questionsHelps to discover new facts about known phenomenon.
- 44. Find answers toproblems which are only partially solved by existing methods and informationImprove existing techniques and develops new instruments or productsDiscover previously unrecognized substances or practice To promote the improvement of research and evaluation in adult educationTo foster professional collaboration among persons who promote research, conduct research or utilize research findings in the field of adult education.
- 45. The development andunderstanding of the concept of lifelong learning The new paradigms of learning have to be supported by series of researchThe new paradigms and practices of lifelong learning have to be supported and completed by a series of surveys, analyses and research which feeds innovation in the field of lifelong learning.
- 46. NEED FOR RESEARCHIN CONTINUING NURSING EDUCATIONgenerally,Build a body of nursing knowledgeValidate improvements in nursing;Make health care efficient as well as cost effective.
- 47. Specifically,To mould theattitudes and intellectual components :-Filling the gaps in the knowledge and practice :-Fostering a commitment, accountability to clientele :-Providing basis for professionalism :-
- 48. Identifying the roleof nurse in changing society :-.Discovering new measures for practice :-Helps to improve the standards of education:Refining the existing theories and discovering new theories :
- 49. METHODS OF STUDIESIN CONTINUING EDUCATIONTHE QUANTITATIVE OF STATISTICAL METHODTHE DESCRIPTIVE METHOD
- 50. THE ANALYTICAL METHODanalysis, the following 4 factors are necessary:- Collection of the educational data
- 51. Interpretation of social,political, economic and historical data:-
- 52. Determination of astandard for comparison
- 53. Interpretation and conclusionTHEMETHOD OF SYNTHESIS
- 54. ADVANTAGES OF RESEARCH IN CONTINUING EDUCATIONSignificance in education Helps in modern method of instruction.Helps to form an discipline for modern educationHelps in administration and organization of modern educationHelps to improve the teachers role in education,Researches helps in the formation of new curriculum
- 55. ROLE OF STATENURSING COUNCIL1. Assessing Need for CNE2. Preparing Curricula for Planned CNE3. Organizing CNE4. Evaluate standard and Quality Assurance it nursing practice5. Making CNE Mandatory Before Renewing Licenses6. Play Role of Liaison with Government for CNE7. Arranging Funds for CNE
- 56. Standards of staffdevelopment programme [ ANA]STANDARD 1-organization and administration STANDARD 2 – Human resourcesSTANDARD 3 learner STANDARD 4 programme planning STANDARD5 educational design
- 57. STANDARD 6 materialresources and facilities STANDARD 7 records and reports STANDARD 8 evaluation STANDARD 9 consultation STANDARD 10 climate STANDARD11 systematic enquiring
- 58. Potential difficulties instaff development and training activities Lack of time Inadequate resources Under funded training budget Conflicting priorities Lack of clarity about what should be done
- 59. Failure to identifyor accept need Fear that trained employee will leave the organization cynical attitude to staff development it is treated as a cost not an investment
- 60. BIBLIOGRAPHYNeeraja K P(2007)textbookof nursing education,newdelhi,jaypeepublishers,pp 383-397 Abruzzese,nursing staff development, strategies for success ,second edition ,mosby Alspach ,The educational process in nursing staff development, first edition (1995)mosby ,3-165Ann jasmazwemer ,professional adjustments and practice of nursing education ,second edition ,chapman and hall ,pp 459-465
- 61. Aggarwal J.(2005) RecentDevelopments and trends in Education, Shipra publications, Delhi, pp38-43Mohanty J(1991) Indian Education in the Emerging Society, Sterling publishers Private LTD. New Delhi, pp37,53, 107, 111 Basavanthappa B. (2003) Nursing Education, Jaypee Brothers Medical publishers, New Delhi, pp61-68National Staff Development Council. ( Standards for staff development . Available: http://www.nsdc.org/standards/index.cfm
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