Nursing education and management

1. Staff Development Programme
PRESENTED BY: - MR.
MADAN MOHAN
GUPTA, ASSISTANT
PROFESSOR, FACULTY
OF NURSING, RAMA
UNIVERSITY, KANPUR

2. For any organization to be effective needs 5M’ i.e.
men, money, material, methods and machines are
very important. The staff is the key to the
development and success of organization. Hence,
staff development system should be the one of
the feature of the organization. In the nursing
field, one of the important duties of nursing
managers is staff development for improving the
quality of nursing care.

3. If staff development is the designed and
implemented based on proper principles and
nurses’ needs, it can lead to the improvement of
nursing care.

4. 1. Staff development is defined as the process of
providing opportunities for employees to improve
their knowledge, skills and performance in line with
the goals and values of the organization and in
relation to the interest and needs of the employees.
…………Mosby medical dictionary

5. 2. Staff development is an ongoing process that
promotes professional growth rather than
remediation. ……Daresh and Playko (1995)
3. Staff development program are designed to
Motivate learners, train and educate them in
order to improve their knowledge, skills and
attitudes.

6. 4. 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.
5. SD refers to all training and education provided
by an employee to improve the occupational and
personal knowledge, skill and attitudes of vested
employees

7.  To ensure that the organization is well staffed
with proficient and capable nurse clinicians.
 To improve productivity and to assist the nurses
to improve her performance.
 Assist each employee to acquire personal and
professional abilities.
 To ensure safe and effective patient care by
nurses.
 To help employee cope with new practice.
 To ensures modernization.

8.  To ensure job satisfaction.
 To address nurse employees aspiration.
 To address the training needs of the nurse.
 There should be training opportunity available to
each staff.
 Staff development processes should aim to
identify individuals with leadership’s skills.

9.  Cost of health care
 Manpower
 Changes in nursing practice
 Standard for nursing practice
 Organization of nsg department planned
approach is regular.

10.  Societal change and scientific advancement.
 To add the knowledge, skills, attitude, ideas.
 Fast changing technologies.
 Fast growing organization.
 To assist the staff to be research oriented and
practices of evidenced based practices.
 Helps the staff to improve morale and job
satisfaction
 Staff shortage

11.  Helps to increase the efficiency of organization.
 It refines and develops new skills and knowledge,
related to job performance.
 To ensure the quality rather than quantity of care.
 It introduces employees to new situation and gives
them an orientation into the organization’s
philosophy.
 It provides job related counseling, which improves
the professional growth of employees
 It reduce staff turnover and absenteeism.
 It provides learning experiences in work set up.

12.  To improve knowledge, skill and attitude of nurses
of every level.
 To develop future nurse managers and
administrators, so that they will continue to grow
and prosper.
 More scope for delegation of authority.
 Keep all the nursing personnel up to date with all
the nursing technology.

13.  Legal and ethical issues.
 Workforce diversity.
 Evidenced based practice.

14.  It believes that primary goals of health care agency
is the achievement of a high quality o health care for
the people. And the attainment of this goal is based
on the continuous development of all personnel.
 It believes that its focus is in the development of all
nurses employed by the health care agency and the
nursing community at large for the enhancement of
nursing care given to its patients.

15.  It believes that educational activities should be designed
and implemented to promote a high standard of safe,
effective nursing practice and to increase the job
enrichment through life long learning.
 It believes that the educational environment should be
non threatening and should acknowledge the
individuality of learners.
 It believes that teaching- learning is a dynamic,
collaborative, shared process between teacher and
learner. This process should result in a change in the
cognitive, psycho motor and affective behavior of the
individual.

16.  It believes that there is a 3- way responsibility
involved in staff development for nurses.
The individual nurse’s responsibility for
development based on a commitment to
learning as a means of personal and
professional growth.
The nursing profession’s responsibility for
promoting the development of nursing personnel
based on standards for nursing practice and the
individual needs of the nurse.
The staff development should be structured to
include education, experience and socio-
economic conditions.

17. Staff development has the following activities –
 Competence
 Interest
 Needs
 Learning
 Training

18. Staff development process
Develop A Policy
For Staff
Development
Formulate
Goals And
Objectives
Plan Staff
Development
Program
Implement Staff
Development
Program
Evaluate The
Program And
Take Remedial
Action

20.  RPTIM model
 IWOA profession development model
 Dennis spark model
 Staff development model for goal achievement of
the health care agency the nurse and nursing
professional

21. It is created by the Woods, Thompson and
Russell in 1981. This is one of the comprehensive
models for effective staff development.

22. Readiness
Planning
TrainingImplementation
Maintenance

25. Dr Dennis Sparks, Executive Director of the National
Staff Development Council, identifies five
professional development models for the teachers:
 Individually Guided;
 Observation/Assessment;
 Involvement In A Curriculum Development;
 Training
 Inquiry Alone.

29.  On the job methods are those which are given to
the employees within the every day working of a
concern.
 It is a simple and cost effective training method.
Eamples
Job rotation, coaching, temporary promotion, etc.
These methods are individually guided.

30. Off the job methods are those in which training
is provide away from the actual working condition.
It is generally used in case of employees.
Examples; workshops, seminars, conferences,
lectures, panel discussions, case study methods,
demonstration, role playing, specialized training
method courses, etc.

31. Off the job training is also called as vestibule
training i.e. the employees are trained in the
separate area where the actual working
conditions are duplicated.

32.  Induction training
 Job orientation
 In service education
 Continuing education

34.  It is the process by which new nurses employees are
introduce to the organization.
 It is a brief standardized introduction about hospital
philosophy, purpose, programs, policies and regulation.
 It is given to the employees for the first 23 days of the
employment.

35.  To build the new employee’s confidence in the
organization and in himself so that he may become
an efficient employee.
 To promote a feeling of belonging and loyalty to the
organization among newcomers.
 To give the new employees information and
knowledge about the organization- its structure,
products, rule and regulation.

36.  To foster a close relationships between the new
workers and old workers and supervisors.
 To create a sense of security for the worker in
his job by assuring him the idea that fairness to
the worker is the inherent policy in the
organization.

37.  A brief history of the institution.
 Its aims and objectives
 The term and condition of appointment letter.
 Personnel policies.
 An explanation of the services available to the
employee in the hospital such as bank canteen, library
and social club etc.
The attitude expected of him with regard to patients
and visitors.
Promotion policies.
Fire precautions and safety regulations
General discussion.

38.  An introduction to the department
 The location of the changing room, rest room, toilet.
 The use of lifts, telephones
 An explanation of the job description
 An introduction to all the supervisors in the
department.
 A tour of the department
 General discussion

39. The general orientation lectures
General tour
Employees handbook
Buddy system

40.  In those hospitals where the number of new
employees is more than ten per month.
 it is advisable to hold a group orientation session. It
should compulsory for all the employees to attend
this session. Such of meeting should be held in
comfortable room.
 Devices such as charts, slides, handbook etc.
should be used to make it interesting.

41. A tour of the hospital can prove very informative
for new employees. It should be arranged to
show to the new employees.
Where patients cared for
How patient are fed
Where different test are conducted
Where patient linen was washed
Where the hospital payroll is made

42. A well prepared employee handbook is an important
document. It can set out a wide range of information
for new employees. It can be read at leisure. It is
prepared for use of employees but also can read by
the family and friend as well. This booklet should
Cover a brief history of the hospital, its aim and
objectives, condition of employment, safety
precaution.

43. In this new employees is introduced to old employees
A specially chosen ‘buddy’. This buddy assume the
responsibility of sharing the general information
about the department and hospitals such as lockers,
uniform, toilet, daily routine duties, canteen, leave
procedure, bus routes etc. the system should be
carefully selected, least the new employees receive
wrong information.

44. If possible some training should be given to
some good employees in each department so
that their services may be utilized under this
buddy system. Thus the new employees will
Not fall into the wrong hands and not collect
False information about the hospital in general
And department particular.

45. A chance to get a clearer picture of the organization
with a comprehensive introduction to its philosophy,
objectives, culture, polices etc.
Introduction to relevant people, which makes easier for
new employees to approach them at the time of need in
future.
Time to settle into new environment with new people.
A valuable opportunity to gather all the sorts of
information according to one’s need, taste and likes

46. A chance to watch closely new employees in order
to know them better.
Helps the new employees to shape up according to
the requirement of the organization.
Systems that ensure new employees are well
settled.

47. Orientation is the activity that introduces new nurse
employees to the organization, their task, their
superiors and their work groups.

48.  To acquire nurses with relevant information in order to
promote a feeling of pride and confidence in both self
and organization and a desire to succeed.
 It also helps the staff to adjust with the environment
 It also ensure a minimum level of competence within in a
given time period.
 To know the organizational set up, history of hospital
including policies, routines of the hospital.
 To understand the job description of the different
categories of the employees
 To know the staffing patterns with new strategies, salary
facilities and residential facilities.

49. Centralized orientation
Decentralized orientation

50. General orientation
Orientation to hospital
Orientation to the nursing department.

51. Physical set up, polices, purpose, schedule and
role of employees
Organizational setup of the hospital history and
philosophy of the hospital, practice of the hospital,
resources available like library, basic safety of the
patients.

52. Organization of nursing department, resources
available to nursing development.
Special program or ward activities like ward
conferences, presentations.

53. Orientation to the nursing unit and
Orientation to the nursing team.

54. Ward routine, duties taking and handling over
charges, clinical activity like providing patient
care, admission and discharge procedure,
providing for investigation for controlling
cross-Infection.

55. Duties, responsibilities and functions of each
team member, methods and tool for report and
challenging patient care information, evaluation
other orientation areas and orientation
programs.

56. The hospital
The nursing department
The patient care

57. Provide essential, relevant and necessary
information.
Helps employee to gain confidence.
Lessen the time for the employee to learn about
new situation related to his/her job setting.
Helps the new employee to develop a sense of
belonging.

58. Eliminates
Learning by trail and error
Passing of incorrect information by old employees
and peers
Reduces misinterpretation
Mistakes and confusion
Help new employee in solving initial problems and
adjust the new situation/ environment.

60. In service education is defined as continued
program of education provided by the employing
authority, with the purpose of developing the
competence of personnel in their functions
appropriate to the position they hold or to which
they will be appointed in service.
In service education is a planned educational
experience provided in the job setting and closely
identified with the service in order to help the
person to perform more effectively as a person and
as a worker.

61. In service education is defined as learning
experiences provided in work setting for the
purpose of assisting staff in performing their
assigned function’s in that particular agency.
In service education is a planned learning
experience provided by the employer for
employees.

62. AIMS
Latest
knowledge
Discover
potential
Behavior
change
Confidence
Skill
development
Job
satisfaction
Retain staff Professional
practice
Communication
skills
Enhancing
quality care
Enhancing
quality care
Performance
improvement
Staff development

63. Purpose of in
service education
Professional
development
Update the
knowledge
Improve
creative
ability
Eliminates
deficiencies

64. Have the organizational structure as simple as
possible.
Do not include many things at a time.
Avoid being involved in complex and long- term
projects.
Start with those problems that disturb the
personnel most.
Work with the personnel and give them time to
grow.
Be flexible.

65. Move step by step, from the simple to complex
situation.
Start in service education for personnel in a
simple and easy way so that they can remember
facts even as they can change.
There should be a specific approach that
includes humanism, democracy, unity,
inclusiveness, differentiation, integration,
continuity.

66.  General in service education
 Specific in service education

67. These programs are short term learning
experiences related to topics pertinent to all
staff, e.g. CPR, fire safety, etc.
This type of program is also short term but
designed to meet the needs of a particular
group of staff clinical area.

68. Problems
Lack of
interest Lack of
incentives
Lack of
motivation
Inappropriate
curriculum
Inadequate
evaluation
Administration
problems
Organization
problems
Inappropriate
methods
Functional
problems
Lack of
speciation of
objectives
Lack of follow
up programs
Inadequate
training

69. A large scale and co ordinate program of continue
education for nurses of all levels should be
organized by a trained nurses association.
An a view of limited resources, it is advisable to
arrange for each nurse the opportunity for
enrolment in an initial stage program at the rate of 3
months of continuing education in every 5 years of
completed service.

70. A fundamental policy should be evolved at the
national level to make it mandatory for every
nurse to participate in such a program.
The program should be varied in nature to meet
the needs of nurses belonging to different
categories.
Planning should follow a comprehensive
approach based on the needs of nursing.
Develop community education through a pooling
of ideas.
Develop the ability and competence of experts.

71. Identification Of
Problem
Analysis Of The
Problem
Determine Various
Activities In Solve
Problem

72. Factors affecting in service education
Cost of health care
Changes in nursing practice
Manpower
Organization of nursing development
Standard of nursing practice

73. SCOPE
Improved
attributes
and skills
Development
and refinement
of common goals
and values
Greater skill in
utilizing
community
resources
Maintenance of
familiarity
Increased
skill in
providing

74.  Director of in service education program
 Faculty member
 Dietician
 Purchasing agents
 Personnel director
 Executive housekeepers
 Hospital administrator
 Supervisory personnel
 School faculty member
 Community people

75. Who should be taught?
All personnel employed by the hospital should
receive in-service education .
Graduate and practical nurses are oriented to the
hospital and to the nursing service unit. They are
taught new procedures, use of new equipments,
new drugs and new disease condition, new
laboratory test and new treatments.
Volunteer workers will need in service education
in order to do good job and receive personal
satisfaction.

76. The new graduate of the practical nursing
program needs supervision and in service
education. Her experience in the role of the
nurse has been closely supervised and limited to
one or two patients she must learn to work under
pressure.
Volunteer workers will need in service education
in order to do good job and receive personal
satisfaction.

77. Auxiliary workers are given all the information
and training .they need to function in a non
professional capacity and they require intensive
training and supervision.
Student nurses participate in this program to
some extent. However their educational needs
are provided by the school in which they are
enrolled ,their presence in the hospital is
primarily for learning.

78. What should be taught?
It include complete orientation to the entire
hospital as well as to the department and the unit
to which employee will be assigned
Information concerning the history of the hospital
and its organizational plan and ownership and
means of financing are important.
Department other than the one in which the
employees is assigned should be reviewed.

79. Department other than the one in which the
employees is assigned should be reviewed.
Hospital and personnel policies should be
reviewed.
The public relation program and its value should
be explained to all personnel. Each employee
plays an important role and should understand
how his behavior influences the public relation of
the hospitals.
The effectiveness of safety may be improved,
when employees are informed concerning the
program and its value to employees and the
hospital.

80. Knowledge of cost of supplies and equipments is
necessary to avoid waste.
Employees are taught about new procedure and
techniques. Knowledge of new procedure and
techniques improves the care of the patient and
improve the morale of the employees.
The employee’s morale is improved because he
gain self confidence and job satisfaction with the
ability to do job efficiently.

81. Orientation
Skill training
Leadership and management
Continuing education

82. A skill is a great ability or proficiency. The skill
training provides how and why to the new
employer in carrying out the assigned
functions. Skill training may range from simple to
complex or general to specific.
E.g. A hospital acquiring new equipment such as
cardiac monitor or a new incubator to care,
Low birth weight infant.

83. Objectives
It enhances the employee standard of working
performance.
It lessens the direct supervision needed by the
employer
Reduces friction.
Provides the job satisfaction.
Provides to perform correct method.
Lessen the wrong method being carried out.
Understand ‘how’ and ‘why.’

84. Procedure
It should be arranged during orientation program.
The employee may be given a list of required job
skills and asked to rate his performance ability.
Before arranging this program me listing a skill
inventory is essential.
The employer needs guidance or who feels that
their performance will be poor in certain skills,
those persons should be skill training before they
are assigned to general duties.

85. Class should be regularly and conveniently
arranged. The teaching staff should be informed
well in advance about skill training program.
Separate skill training program should be there for
experienced and inexperienced employers.
Training classes to be limited to 10-12 persons to
allow for adequate supervision.

86. Leadership and management
Are important because the
nurse is expected to function
With the help of auxiliary
members of nursing staff. Her
competence in such areas in
writing care plan, conducting
conference, giving Transfer
reports, supervising and
directing non- professional staff.

87.  Permit increased
delegation of authority.
 Promote good morals
among administration
personnel which in turn
influence staff morale.
 Aids in reducing costly
turn over in top positions.

88. Level up appreciation of
services and objectives of
hospital.
Assist the individual to
project her own personality
in the job using desirable
concepts of leadership and
management.
Lessen amount of direct
supervision and guidance.

89. Continuing nursing education

90.  Continuing education is all the learning activities
that occurs after an individual has completed his
basic education.
……...Cooper
 ANA has defined continue education as ‘learning
activities’ intended to build upon the education
and experience basis of the professional nurse
for the enhancement of practical education,
administration and research or theory
development.
……………Acc. American Nurses Association

91. To ensure safe and effective
nursing care,
To meet the needs of
population.
For career advancement.
To acquire specialized skills.
Shortage of nurses
Development of new pattern
of health care.

92. According to the national policy on education
(NPE), adult education can be successfully
implemented through a process of continuing
education. It is possible to combine and
implement adult and continuing education
programs through various ways, such as;
Setting up continuing education centers in rural
areas.
Educating workers through their employers’ trade
unions and concerned agencies of government.

93. Providing post secondary education institutions.
Providing books libraries and reading rooms.
Using radio, TV and film as mass and group
learning media
Creating learners’ group and organization.
Designing programs of distance learning.
Organizing vocational training programs based
on needs and interests of learners.

94. Centralized in service training
Decentralized in service training
Combined or coordinated in service training

95. 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 in service education
program and its activities.

96. Decentralized in servicetraining
This is planned for staff members who work
together, giving care for clients with similar
conditions and share common nursing goals.
Program are planned around the special
relevant interests of the employees E.g. ICCU
Units.

97. There will be a central nursing in service
education department consists of nurse I each
division, who holds leadership responsibility
for staff development activities, whose time is
fully devoted for teaching learning situations.
They plan conduct and evaluated the program
and further plan their programs based on need
raised.

98. Barriers ofstaffdevelopmentprogram
Lack of time.
Lack of clarity about what should be done
Failure to identify or accept the need.
Conflicting priorities.
Fear that trained employee will leave the
organization.
Inadequate budgeting.