STAFF DEVELOPMENT

PROGRAMME

Ms. Kuldeep Kaur

M.Sc Nursing 2nd year

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.

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.

 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)

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 individual's long-term career
growth.
To add or improve skills needed in the short term

 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.

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.

Objectives

To increase employee productivity.

To ensure safe and effective patient
care by nurses.
To ensure satisfactory job
performance by personnel.

 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.

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

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

Types of staff development:Induction

Job
In-service
Continuing
Training
orientation
for
training
education
education
special function

Induction training: It is a brief, standardised indoctrination to

an agencys 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 agencys philosophy,
goals and norms.

Need of induction training: Increased retention of newly hire

employees,
Improved employee morale and Increased
productivity.

Steps in induction:1.
2.
3.
4.
5.
6.

Tour
Orientation
Description
Introduction
Departmental
Administration
of
to
oftovisit
philosophy
organizational
the
policies
otherand
employees,
goals
procedures
functions.
and objectives
superiors and subordinates.

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.

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.

Types of orientation:-

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.

 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
Mistakes and confusion
Apprehension
Help new employee in solving initial problems and
adjust the new situation/environment,
Acquaints her with personnel services readily with
in the institution/community

Content of an orientation programme:-

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.

Concept of in-service education: Closely identified with services

Help a persons to improve performance
effectively
Planned education activities
Provided in a job setting

Need: Social changes and scientific advancement

Changes and advancement in the field of
service
Increased the demand of nursing services.
Consumer demand quality care

 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.

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.

 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.

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 inservice activities.

 Decentralized in-service education-this is

planned for staff members who work
together, giving care for clients with
similar conditions and share similar goals.

 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.

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

 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.

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)

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.

 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.

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.

 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.

 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.

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.

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.

Psychomotor
skill
Types of
skills:-

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

Standards of staff development programme (ANA)

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.

Standard II Human Resources

Qualified administrative,
educational and support
personnel are provided to meet
the learning and developmental
needs by nursing services
personnel.

Standards III Learner

Nursing staff development

educators assist nursing
personnel in identifying their
learning needs and planning
learning activities to meet those
needs.

Standard IV Program Planning

Provides the unit systematically,

plans and evaluate the overall
nursing staff development
program in response to health
care needs.

Standard V Educational Design

Educational offering and learning

experience are designed through
the use of educational process and
incorporate adult education and
learning principles.

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.

Standard VII Records And Reports

The nursing staff development

unit establishes and maintains a
record keeping and report system

Standard VIII Evaluation

Evaluation is an integral
ongoing and systematic
process, which includes
measuring the impact on the
learning

Standard IX Consultation

Nursing staff development

educators use the consultation
process to facilitate and enhance
achievement of individual,
departmental and organizational
goals.

Standard X Climate

Nursing staff development

educators foster a climate which
promotes open communication,
learning and professional growth.

Standard XI Systematic Enquiring

Nursing staff development

educators encourage
systematic inquiry and
applications of the results into
nursing practice.

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

 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 developmentNot directly measurable. Treated as
Cost not investment.

Methods of delivering staff development

programme:-

THANKS