Staff Development Programme

in Nursing
 Meaning

Staff development is the process directed

towards the personal & professional growth
of the nurses and other personnel while they
are employed by a health care agency.
Personal and Professional
Development (CPPD) is the new
name for the Staff Development.
 Definition:

Staff development includes all training and education

undertaken by an employer to improve the
occupational and personal knowledge, skills, and
attitudes of employment.
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)
 Needs 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
continually
to acquire and implement the
knowledge, skills, attitudes, ideals and
valued essentials for the maintenance of high
quality of nursing care.
 Need cont……
 A s 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
 To move ahead or keep up with change.

 Fast changing technologies

 Need to increase the productivity and quality of
the work.
 To motivate employees and to promote
 Goals:

1. Assist each employee (nurse) to

improve performance in his/her position.
2. Assist each employee (nurse) to
acquire personal and professional abilities that
maximiz the of
e
advancement. possibility career
 Objectives
 To increase employee productivity.
 To ensure safe and effective patient care by
nurses.
 To ensure satisfactory job performance by
personnel.
 To orient thepersonnel to care objectives,
job duties, personnel policies, and agency
regulations.
 Objectives cont…..

 Help employees cope with new practice role.

 Help nurses to close the gap between present

abilities and the scientific basis for nursing practice

that is broadening through research.
 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
Staff development program, health care
organization model

Assessing
Competency Maintaining
Competency

Developing
competency
 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

 Administrative structure of a staff
development program:

Administrative philosophy, policies

& practices of health care agency.
 Policies, practices and standards of nursing &
other health professionals.
 Human & material resources

 Physical facilities
Financial resources
Centralization v/s Decentralization:
Qualification of Staff development
 Role:

Applies adult learning principles when

helping employees learn new skills or information.
Coaches’ employees readily regarding knowledge
and skill deficits.
Actively seeks out teaching opportunities.
Uses teaching techniques that empower staff.
Is sensitive to the learning deficits of the staff and
creatively minimizes these deficits.
Frequently assess learning needs of the unit.

 Types of Staff Development:


Induction Training.

Job Orientation.

In service education Continuing education

Training for special function
 TYPES CONT…

Induction Training
 Need of induction training

Increased retention of newly hire employees,

Improved employee morale and
Increased productivity.
 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
 INDUCTION CONT….

 Techniques used in induction

 Forms of induction
Internship

 Preceptorship
 Mentorship
 TYPES
CONT…

Job Orientation.

" A good beginning is h alf the battle! "

 Meaning

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

 General orientation

 Specific
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
 ➢ 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

 The origination and its environment

 Policies, rules and regulation

 Personnel

 Services

 Functions to be undertaken
 TYPES CONT..

In service education
 Definition

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.
 Planned education
activities

Help a
Concept of in- Provided in
person’s to service education
improve a job
performance setting
effectively

Closely identified with

services
 Need
Social changes and scientific advancement
Changes and advancement in the field of service
increased the demand of nursing services.
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.
 Objective
 To provide for and promote thepersonal
growth and development of the workers
 To stimulate and develop occupational

 To proved for job satisfaction

 identifying and meeting current bearing needs

 To disseminate new information from body of
nursing knowledge and health science through
verity of channels.
To acquire up to date knowledge and to make
confidence among the nurses.

 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.
 TYPES CONT…

Continuing education
 Definition

Continuing education is all the

learningactivities that occur after an individual
has completed his basic education
- cooper
 The education which builds a
education is called continues
previous
education
-Shannon
 Aims of continuing education

 1.Improvement of professional practice

 2.To motivate the staff to seek the latest knowledge

 3.To keep the nurses with the latest

development of technologies
 4.It develops interest, jobsatisfaction and
confidence
 Purpose of continuing education.
 Enable a worker to move from satisfactory to
excellent performance
 Provides exposure to new concepts, procedural
refinements, innovative product applications, or
acquisition of increased expertise
 Ensure professional development
 Increase ability in order to solve the problem in a
clinical teaching/ administrative area.
 Improve the ability to communicate or participate in
research work.
 Need of continuing
education
 To ensure safe and effective nursing care

 Changing health care delivery system,

 Development of nurses by updating their knowledge

 For career advancement

 Professional are altered as society changes and

as
technologies emerge
 To acquire specialized skill for professional.
 CONT…

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
1. To help the nursing personnel to perform
correct methods and procedures with
understanding.
2. Establishing standardsand quality of
nursing services.
3. Procedure to skill nurses to skilled nurses.
 Types of skills

 Psychomotor skill
 Cognitive skill
 Teaching skills
 Affective skill
 Communication skill
 Supervisory skills
 Need for skill training

 Individual nurse needed to have

freedom greater choose the specific
nursing in which
fieldshe
ofwould work.
to
 Good work to be recognized and reward.

 A venues of advancement and

promotion need to be better development
 Fear of making mistakes
 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.
 5.Make certain that theperson learnt
has requiring a return demonstration by
 6. Provide written out lines for
 7. Arrange for follow up (supervision
references.
 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
 Thenursing staff development unit establishes
 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.
tandard 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 development-Not
 METHODS OF DELIVERING SDP

INDUCTION JOB IN- SERVICE CONTINUIN TRAINING

ORIENTATI G FOR SKILL
ON EDUCATION
Physical tour Orientation Orientation Lecture Demonstratio
of the facilities Seminar Skill Demonstration n
Discussion training Seminar Discussion
Group discussion Hand out or Continuing Debate Role-play
book and education Journal club method.
Seminar Hand book pamphlets Leadership Book review
and pamphlet training
Corresponden
ce course
Formal
course
Clinical

research
Induction orientation In-service Continuing Management Organization

Training Education education training development