This document discusses staff development in healthcare organizations. It describes the types of staff development which include induction training, job orientation, continuing education, in-service education, and training for specific functions. It outlines the need, goals, objectives, and standards for effective staff development programs. Such programs aim to enhance employee skills and performance through various methods of delivering training and education. The document emphasizes that well-organized staff development is essential for improving the quality of nursing care.

1. STAFF DEVELOPMENT
John Christian V. Villanueva, RN

2. CONTENTS
• STAFF DEVELOPMENT
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Types
Methods
Implementation
Organizing
Planning
• PRINCIPLES AND STRATEGIES OF EFFECTIVE
STAFF DEVELOPMENT
• CONCEPT OF STAFF DEVELOPMENT

3. INTRODUCTION
• 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.

4. INTRODUCTION
• 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)
• Personal and Professional Development
(CPPD) is the new name for the Staff
Development.

5. TYPES OF STAFF DEVELOPMENT
Induction
training
Job
orientation
Continuing
education
In-service
education
Training for
special function

6. INDUCTION TRAINING

7. NEED OF INDUCTION TRAINING
• Increased retention of newly hire employees
• Improved employee morale
• Increased productivity.

8. STEPS IN INDUCTION
1. Tour of facilities
2. Introduction to the other employees,
superiors and subordinates.
3. Description of organizational functions.
4. Departmental visit
5. Orientation to philosophy goals and
objectives
6. Administration policies and procedures

9. FORMS OF INDUCTION
• Internship
• Preceptorship
• Mentorship

10. JOB ORIENTATION

11. JOB ORIENTATION
• The process of creating awareness with an
individual of his/her roles, responsibilities
and relationships in the new work situation.

12. IN-SERVICE EDUCATION

13. IN-SERVICE EDUCATION
• 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.

14. TYPES OF IN-SERVICE EDUCATION
Centralized in-service Decentralized in-service
Centralized in-service Decentralized in-service
education
education
education
education
Combined in-service
Combined in-service
education
education

15. 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

16. STEPS IN IN-SERVICE EDUCATION
• 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.

17. CONTINUING EDUCATION

18. 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)

19. TRAINING FOR SPECIFIC
FUNCTION

20. TRAINING FOR SPECIFIC FUNCTION
• This is concerned with developing expert
technical or manual skills, communication
and helps the personnel to perform their
functions effectively.

21. TYPES OF SKILLS
•
•
•
•
•
•
Psychomotor skill
Cognitive skill
Teaching skills
Affective skill
Communication skill
Supervisory skills

22. GUIDELINES FOR SKILL TRAINING
1.Set the stage, using equipment similar to that
provided for the worker in the work situation.
2.Create in worker a learning attitude
3.Give reasons why the procedure is carried out in
this way in this agency
4.Break the activities in to logical steps, necessary
to carry out the procedure. Demonstrate step by
step.

23. GUIDELINES FOR SKILL TRAINING
5.Make certain that the person has learnt by
requiring a return demonstration
6. Provide written out lines for references.
7. Arrange for follow up

24. METHODS OF DELIVERING STAFF
DEVELOPMENT PROGRAM
INDUCTION
JOB
ORIENTATION
IN-SERVICE
EDUCATION
CONTINUING
EDUCATION
TRAINING FOR
SPECIFIC
FUNCTION
Physical tour of
the facilities
Group
discussion
Seminar
Handbook and
pamphlet
Orientation
Seminar
Discussion
Hand out or
book and
pamphlet
Orientation
Skill training
Continuing
education
Leadership
training
Lecture
Demonstration
Seminar
Debate
Journal club
Book review
Correspondenc
e course
Formal course
Clinical
research
Demonstration
Discussion
Role-play
method

25. PLANNING

26. 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

27. NEED FOR STAFF DEVELOPMENT
– 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.

28. 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.

29. 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.

30. OBJECTIVES
• 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.

31. ORGANIZING

32. FUNCTION OF STAFF DEVELOPMENT
• Provide educational activities for all nurses
employed by the health care agency directed
towards change behavior related to role
expectations.
• It concerned with growth and development
of personnel from their initial contact with a
healthcare agency until termination of
service

33. Staff Development
Program, Healthcare
Organization Model

34. IMPLEMENTING

35. STEPS IN STAFF DEVELOPMENT
• 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

36. STEPS IN STAFF DEVELOPMENT
• 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

37. STANDARDS OF STAFF
DEVELOPMENT PROGRAM (ANA)

38. STANDARD I- ORGANIZATION &
ADMINISTRATION
• The nursing service department and the
nursing staff development unit philosophy,
purpose and goals address the staff
development needs of nursing personnel.

39. STANDARD II- HUMAN
RESOURCES
• Qualified administrative, educational and
support personnel are provided to meet the
learning and developmental needs by nursing
services personnel.

40. STANDARD III- LEARNER
• Nursing staff development educators assist
nursing personnel in identifying their learning
needs and planning learning activities to
meet those needs.

41. STANDARD IV- PROGRAM PLANNING
• Provides the unit systematically, plans and
evaluate the overall nursing staff
development program in response to health
care needs.

42. STANDARD V- EDUCATIONAL DESIGN
• Educational offering and learning experience
are designed through the use of educational
process and incorporate adult education and
learning principles.

43. STANDARD VI- MATERIAL RESOURCES
& FACILITIES
• Material sources and facilities are adequate
to achieve the goals and implement the
functions of the overall nursing staff
development unit.

44. STANDARD VII- RECORDS & REPORTS
• The nursing staff development unit
establishes and maintains a record keeping
and report system

45. STANDARD VIII- EVALUATION
• Evaluation is an integral ongoing and
systematic process, which includes
measuring the impact on the learning

46. STANDARD IX- CONSULTATION
• Nursing staff development educators use the
consultation process to facilitate and
enhance achievement of individual,
departmental and organizational goals.

47. STANDARD X- CLIMATE
• Nursing staff development educators foster a
climate which promotes open
communication, learning and professional
growth.

48. STANDARD XI- SYSTEMATIC
ENQUIRING
• Nursing staff development educators
encourage systematic inquiry and
applications of the results into nursing
practice.