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staffdevelopmentprogramme-120411225756-phpapp01.pptx
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- 2. Introduction • Staff developmentrefers 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 developmentis 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 refersto 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 staffdevelopment:- • Scientific advancement – Advancement in the field of science like medical science and technology.
- 6. Need for staffdevelopment:- • 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 necessaryto fill gap in the past performance – To change or correct long-held attitudes of employee
- 8. – To increasethe productivity and quality of the work. – To motivate employees and to promote employee loyalty
- 9. • Assist eachemployee to improve performance in his/her position. • Assist each employee to acquire personal and professional abilities that maximize the possibility of career advancement.
- 10. v e s / P u r p o s e • To increaseemployee productivity. • To ensure safe and effective patient care by nurses. • To ensure satisfactory job performance by personnel.
- 11. • To orientthe personnel to job duties, policies, and agency regulations. • To help employees cope with new practice role.
- 12. PRINCIPLES INVOLVED IN STAFFDEVELOPMENT: • 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 staffdevelopment:- Induction training Job orientation In-service education Continuing education
- 16. Induction training:- • Itis 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 inductiontraining:- • Increased retention of newly hire employees, • Improved employee morale • Increased productivity.
- 18. Steps in induction:- 1.Tour of faculties 2. Introduction to the other employees, superiors and subordinates. 3. Description of organizational functions. 4. Departmental visit
- 19. Job orientation:- • Itis 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:- Generalorientation Specific orientation
- 21. Importance of orientationprogramme • 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 thenew 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 anorientation programme:- The organisation and its environment Policies, rules and regulation Personnel Functions to be undertaken
- 24. In-service education:- Definition:- • In-serviceeducation is a planned learning experience provided by the employing agency for employees.
- 25. In-service education:- Definition:-. • Inservice 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-serviceeducation:- • Closely identified with services • Help a person’s to improve performance effectively • Planned education activities • Provided in a job setting
- 27. Need:- • Social changesand scientific advancement • Changes and advancement in the field of service. • Increased the demand of nursing services.
- 28. Need:- • Consumer demandquality care. • Rapid changes in medical and nursing practice create a need for in service education.
- 29. Aims:- • Improvement ofclient 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 ofperformance • To develop specific skills required for practice. • To maintain high standards of nursing
- 31. • To observeand 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-serviceeducation:- • Assessment: • Pinpoint needs, • prioritize needs, • set training objectives, • develop criteria
- 37. Steps in in-serviceeducation:- • Implementation: • pre test to the participants, • Actual conduction of training with ongoing monitoring
- 38. • Evaluation: • posttest 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:- • “Continuingeducation 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 continuingeducation:- • 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 careeradvancement. • 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 continuingeducation:- • To meet the health needs and public expectations. • To develop the practicing abilities of the nurse. • To recognize gaps in knowledge.
- 43. • To maintainthe 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.
- 45. Steps of staffdevelopment 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
- 46. Steps of staffdevelopment 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
- 47. Staff development model •The model includes assessment, planning, implementation and evaluation
- 48. Assessment Learner’s readiness to learn Learning needs, skills/ ability/knowl edge Planning Finding resources Matching needsand methods. Implementation Learners Educators Materials Methods Evaluation Achievement Transfer of learning
- 49. Assessment • Assessment includeslearner’s readiness to learn and his specific learning needs such as skill, ability or knowledge. • educational needs can be based on organizational goal.
- 50. Assessment • In thisway staff development programs are used in the most cost-effective and efficient way.
- 51. Planning- • involves obtaininglearning 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.
- 52. Planning- Three main questionsshould 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?
- 53. Implementation • implementation isthe gathering together of the educator, learner and all of the material and methods needed for the education program and actualization of plan.
- 54. Evaluation • an investigativeprocess 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.
- 55. Evaluation • The purposeis 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.
- 56. BENEFITS OF STAFF DEVELOPMENT: Forthe 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
- 57. BENEFITS OF STAFF DEVELOPMENT: Forthe employees: • Equips with knowledge of current research and developments • Helps to learn new and to maintain old competencies
- 58. BENEFITS OF STAFF DEVELOPMENT: Forthe organizations/employer: • Keeps staff enthusiastic in their learning • Develop interest and job satisfaction amongst the staff • Develops the sense of responsibilities
- 59. BENEFITS OF STAFF DEVELOPMENT: Forthe 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
- 60. BENEFITS OF STAFF DEVELOPMENT: Forthe organizations/employer: • Aids in encouraging and achieving self development and self confidence • Makes the organization a better place to worker
- 61. Methods of deliveringstaff development programme:- Induction Physical tour of the faculties Group discussion Seminar Hand book and pamphlet
- 62. Job orientation Orientation Seminar Discussion Hand outor book and pamphlets
- 63.
- 64. Continuing education Correspondence course Formalcourse Clinical research
- 65.