The document discusses various aspects of staff development programs in nursing. It describes different types of staff development activities like continuing education, in-service education, workshops, and orientation training. It explains the aims, objectives, importance, planning, implementation and evaluation of staff development programs. The key goals are to help staff learn new skills, keep their knowledge updated, improve work performance, and advance professionally while meeting organizational needs.

1. Staff Development Programme
in Nursing
Continuing education
In service education
Work shops
Nirmala Roberts
India

2. Staff development
 Programs (formal/ informal & on/ off campus) that help staff
members learn and develop competencies needed to
accomplish institutional and divisional goals, and grow
personally and professionally for advancement in the
institution or beyond the campus
 A process directed towards the personal & professional growth
of the nurses and other personnel while they are employed by
a health care agency.
= Continuing Personal and Professional Development (CPPD)

3. Characteristics of
Staff development program
 Dual Purposes: Staff and Organization Development
 Developmental Plan – Meets individual and organizational
needs
 Process and Product – Improve work output.
 Emphasizes teamwork - to achieve larger goals
 Anchored in Day-to-Day work
 Multifaceted, ever Changing – Targets different people in
different roles
 Recognizes Maturation and Growth – At various levels of
hierarchy and seniority
 Tailored to meet the changing functional roles of staff members

4. Role of Staff Development
Programme
 Applies adult learning principles when helping employees
learn new skills or information.
 Is sensitive to the learning deficits of the staff and creatively
minimizes these deficits
 Coaches employees regarding knowledge and skill deficits.
 Frequently assesses learning needs of the unit.
 Actively seeks out teaching opportunities.
 Uses teaching techniques that empower staff.

5. Types of Staff Development
1. Induction Training.
2. Job Orientation.
3. In service education
4. Continuing education
5. Management development
6. Organizational development
7. Training for special function

6. Interlocking Nature Of Staff
Development Activities

7. Steps of staff development program
Assess the educational needs of 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
Establish files on major educational topics
Develop and maintain staff development record system
Regularly evaluate the staff development program

8. Create a positive atmosphere
Address the new job concerns
Increase comfort level and feeling of belonging
Increase knowledge of the orgn.al procedures, policies, values
Share job specific information
Increase retention of newly hired employees
Improve employee morale and productivity
Types – Internship; Preceptor-ship; Mentorship
1. Induction Training

9. 2. Job Orientation
Creating awareness -
In new employee – Intro to co-workers, roles,
responsibilities and relationships; info about working
hours, place of work, performance standards, benefits
and facilities, and names of the immediate and other
officers.
The present employee - Job responsibilities of her/
his expanded/ enriched role.
The older employees – About policy changes etc
Types – General & Specific

10. IMPORTANCE OF ORIENTATION
PROGRAMME
 Provides essential, relevant and necessary information
 Helps employee to gain confidence
 Lessens time to learn about new job related issues.
 Helps develop a sense of belonging
 Help solve initial problems and make faster adjustment
 Eliminates -
 Learning by trail and error
 Passing of incorrect information by old employees and peers.
 Misinterpretation
 Mistakes and confusion
 Apprehension
 Acquaints employee with personnel services available within the
institution/community

11. Induction Vs Orientation training
Basis for
comparison
Induction training Orientation training
Meaning Welcome newcomer to the
orgn.
To ready them for he job
Assimilation of new joinee into the
orgn, to rehabilitate at the new
workplace,; provide basic info
about the orgn.
Involves Introduction of employee with
the orgn.
Integration of the employee in the
orgn.
Time horizon Short term Long term
Sequence First Second
Form Detailed presentation /
company’s brochure (rules &
policies & employee benefits)
Practical overview of the orgn.

12. 3. In service education
A planned educational experience provided by
the employing agency to the employee, in the job
setting and closely identified with services , for a
better and effective performance as a person and
as a worker.

13. Philosophy of ISE
In-Service Education is –
 Based on the needs of the learner
 Planned, flexible and dynamic
 Simple and practical
 Purposeful and participative
 Oriented to employee, job and product

14. Objectives of ISE
Employee oriented –
 Develop fullest potentials
 Update knowledge
 Maximize performance
competence
 Stimulate & develop
occupational interest
 Maintain and improve job
satisfaction
 Increase the professional
confidence
 Develop a team attitude
Employer oriented -
 Decrease staff turnover
 Improve patient care
 Eliminate dead-end jobs
 Thus improve worker
morale & motivation
 Upgrade the employees
 Remedy training deficits
 Help employees find a
proper place in the
organization

15. ISE - Whose responsibility?
 Employing Institution –
 Continuous revision and maintenance of job description
 Orientation programs to assist employees
 Budget and finance for program
 Provision of time
 Employee –
 To use available resources to increase competence
 Extension of knowledge & understanding

16. Types of ISE
1
2
3

17. Assessment
Pinpoint needs, prioritize needs, set
training objectives, and develop criteria
Planning
- The course outline & content; resource
personnel; venue; scheduling; finances ;
evaluation criteria, and other arrangements
Evaluation
Pre test & post test; Observation & follow up
studies to assess transfer of learning to the job
and extent of retention of learning.
Steps of In-service education
programme
Implementation
Climatic check, actual conducting of
training with ongoing monitoring

18. Planning for ISE
WHAT? - Study staff and service needs through –
 Suggestion box; questionnaire; Discussion of problems
 Appraisal of work performance; Study the suggested ideas
 Establish priorities & select a specific theme
WHY? - Establish goals compatible with mission of the orgn.
 Formulate program objectives
HOW? - Centralized/ Decentralized/ Combined?
 Determine the course of action required to meet the objectives
 Assess the resources – Internal/ external (physical, financial…)
 Plan for evaluation of results of the program
WHO? - Formulate committees ; resource persons; staff assistance
WHERE AND WHEN? - Plan venue and time in advance

19. Methods of In-service education
Ward teaching
Discussion
Laboratory
Conference
Seminar
Workshop
Field trip
Job orientation

20. Centralized Vs Decentralized ISE
Features Centralized Decentralized
Advantages Facilitates budget control and
evaluation
Planned for those who work together
(by obtaining their feedback)
Sharing for common goals
Committees work on specific
problems identified by the
administration
More self direction, initiative &
participation
Planned around relevant interests of
employees
Classes related to clinical problems
Disadvantages Needs of the actual work situation
not met
Lack of leadership: conflicts,
inefficiency
Reduces spontaneous, interested
participation and enthusiasm
Difficult budgeting
Lesser ability to determine the
specific learning needs
Duplication of efforts
Inability to meet the varying needs
of individual persons
Authority level obstruction

21. Evaluation of In-service programme
Knowledge
Attitude
Practical test (direct obs.)
Practice
Pre test & post test
Written test/objective/essay
Check list
Rating scale
Done as –
Immediate
Later as follow up

22. 4. Continuing Education
All the learning activities that occur after an
individual has completed her/ his basic
education - Cooper
The education which builds up on a previous
education -Shannon

23. Aims of continuing education
 Improvement of professional practice
 Motivate the staff to seek the latest knowledge
 Be updated with the latest development of
technologies
 Develop interest, job satisfaction and confidence
 Preparation for promotions & better job
prospects

24. Purpose of Continuing Education
 Enable a worker to move from satisfactory to excellent
performance
 Exposure to new concepts; procedures; innovative product
applications, or acquisition of increased expertise
 Ensure professional development
 Increase ability in problem solving in a clinical teaching/
administrative area.
 Improve ability in communication
 Participate in research work.

25. Difference between ISE & Continuing
Education
Features In-service Education Continuing Education
Responsibility Employing agency Individual (Uses various
agencies)
Basic concept Retrain people, improve worker
performance
Self directed learning
Venue Employment setting (= staff
education) & in association with
the performance of duties
Not limited to area of
employment
Areas covered Specific as observed by the agency Covers entire learning
needs of the individual
Utility value In area of employment In area of employment and
all aspects of living
Work performance Improved in area of work Improved in general

26. Workshop
 The term “workshop” - Borrowed from engineering and
technology.
 Aim – To achieve Cognitive and psychomotor skills
 A meeting at which a group of people engage in intensive
discussion and activity on a particular subject or project/
procedure.

27. Staff development
workshop
 Opportunity to teach-learn from each other
 Takes place in small groups
 Combination of presentations,
demonstrations
 Interactive-leads to active participation
 Provides opportunity to practice skills and
receive feedback

28. Seating arrangements..

29. Need…
 Organizer
 Convener/ Coordinator/ Chairman
 Experts & resource persons
 Participants

30. 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 development-Not directly measurable
 Treated as ‘Cost’ and not as ‘Investment’.

31. Thanx