PRESENTATION

ON
EDUCATION AND TRAINING
IN OBSTETRICAL AND
GYNAECOLOGICAL CARE

SUBMITTED TO: SUBMITTED BY:

Mrs. K. Sampoorna
Faculty,
Government College of
Nursing,
Somajiguda, Hyderabad.
Ms. B. Blessy Madhuri
M.Sc (N) 2nd year, OBG
Government College of
Nursing,
Somajiguda, Hyderabad.
 STUDENT PROFILE
NAME OF THE STUDENT : MISS. B. BLESSY MADHURI

COURSE : MSC (N) 2nd YEAR.

SUBJECT : OBSTETRICS & GYNAECOLGY

NURSING

UNIT : 9TH UNIT

TOPIC : EDUCATION AND TRAINING

IN OBSTETRICAL AND

GYNAECOLOGICAL CARE

METHOD OF TEACHING : LECTURE CUM DISCUSSION.

GROUP : MSC. (N) 2ND YEAR.

NUMBER OF STUDENTS : 10

PLACE : MSC (N) 2ND YEAR OBG CLASS ROOM.

DATE : 18-02-2021

TIME : 9am – 11am

DURATION : 2 HOUR.

A.V AIDS : BLACK BOARD-INTRODUCTION

OHP- DEFINITION

PPT- TOPIC

HANDOUTS- TYPES

PAMPLETS – TYPES AND FEATURES OF

ORIENTATION AND TRAINING.

SUPERVISED BY : MRS. K. SAMPOORNA

FACULTY,
 GOVT. COLLEGE OF NURSING, HYD.

STUDENT TEACHER OBJECTIVES

 Develop skills in teaching or explanation of the topic

 Understand the organisation of topic

 Develop skills in controlling the group
 Develop skills in using different types of AV aids
 OBJECTIVES
GENERAL OBJECTIVES:
By the end of the session, students will be able to gain in depth
knowledge about Education and Training in Obstetrical and gynaecological care

SPECIFIC OBJECTIVES:
At the end of the session the group will be able to:
 Define Staff Orientation
 Enlist the topics covered in Orientation and Traininng Programs
 Describe the employee benefits and objectives.
 List the types of orientation and training program
 Explain the components, requisities and evaluation of orientation
program.
 Define staff development and its meaning.
 Explain the needs and functions of staff development
 Describe the Types of staff development
 Discuss the clinicsl teaching program and its characteristics of clinical
experts.
 Explain the methods of clinical teaching
 Describe the challenges in clinical teaching.
INTRODUCTION:

“A good beginning is half the battle!"

Obstetrics and Gynaecology is that branch of medicine concerned with

the study of women’s health and reproduction. The specialty encompasses
medical, surgical and obstetrical and gynaecologic knowledge and skills for the
prevention, diagnosis and management of a broad range of conditions affecting
women's general and reproductive health.

Specialists in Obstetrics and Gynaecology provide clinical care and

education in normal and complicated Obstetrics and Gynaecology. They
provide patient and family-centered care in a compassionate and respectful
fashion. They are committed to advancing the field through education at all
levels: undergraduate, postgraduate and continuing education. Specialists in
Obstetrics and Gynaecology are dedicated to advancing the science of the field
through research.

STAFF ORIENTATION, TRAINING, AND DEVELOPMENT

DEFINITION OF STAFF ORIENTATION:

Orientation or induction is the process of introducing new employees to
an organization, to their specific jobs and departments, and in some instances, to
their community.
-Wikipedia.
An orientation program principally conveys 3 types of information, namely:
a) General information about the daily work routine to be followed
b) A review of the organization’s history, founders, objectives, operations and
products or services, as well as how the employee’s job contributes to the
organization’s needs.
c) A detailed presentation of the organization’s policies, work rules and
employee benefits.

Topics Covered in Orientation and Traininng Programs:

 Organizational Issues
 History of the employer
 Organization of employer
 Names and titles of key executives
 Employee’s title and department
 Layout of physical facilities
 Probationary period
 Product line or services provided
 Overview of production process
 Company policies and rules Disciplinary regulations
 Employee Handbooks
 Safety Procedure and Enforcement.

EMPLOYEE BENEFITS
 Pay Scale and Pay Days
 Vacations and leaves
 Rest Breaks
 Training and Development benefits
 Counselling
 Insurance Benefits
 Retirement program
 Employer-provided services to employees

OBJECTIVES:
 To welcome the new employee, relieve anxieties and make him/her free
comfortable.
  To develop a rapport between the company and the new employees and
make them feel part of the organization as quickly as possible.
 To inspire the new employee with good attitude towards the organization
and the job.
 To acquaint new employees with the organizational goals, history,
management, traditions, policies, departments, divisions, products and
physical layouts.
 To communicate to new employees what is expected out of them, their
responsibilities and how they should handle themselves.
 To present the basic information the employee wants to know: rules and
regulations, benefits, paydays, procedures and general practices followed
in the organization.
 To encourage the new employee to have an inquiring mind and assist
him/her towards a discipline effort in developing additional knowledge.
 To provide basic skills, terms and ideas of the business and help the new
employee in building effective human relations.

ORIENTATION AND TRAINING PROGRAM

An organization needs to make four strategic choices before designing its
Orientation Program. These include:
Type of Orientation Program Features/Hallmarks

1. Formal or Informal  In case of informal orientation,

new recruits are directly put on
to the job are expected to
acclimatize themselves with the
work environment and the
Organization.
 In case of Formal Orientation,
the management provides a
 structured program.

2. Individual or Collective  The individual approach aims

to develop far less
homogeneous views in
individuals about their
respective jobs and is also
likely to preserve individual
differences and perspectives.
 Collective Orientation aims to
socialize individuals with
themselves and with the
organization as a whole.

3. Serial or Disjunctive  A serial orientation is the one

where an experienced
employee inducts a new hire.
When new hires do not have
any predecessors available to
guide them or to model their
behavior in the organization, it
is known as disjunctive
orientation.

4. Investiture or Divestiture  Investiture Orientation seeks to

ratify (approve) the usefulness
of the characteristics that the
person brings to the new job.
 Divestiture Orientation, seeks
to make minor modifications in
 the characteristic of the new
hire and this is done to so as to
seek a better fit between a new
member and the organization.

COMPONENTS OF A FORMAL ORIENTATION PROGRAM

 Organizational
issues Special
 Employee Anxiety To
benefits reduction Placement
HR  Introductions Seminars
REPRESENTATIVE

Specific Job
Locations & duties

REQUISITES OF AN EFFECTIVE ORIENTATION PROGRAM

 To prepare new employees

 To determine information, which the new employees might want to know
 To determine how to present information
 Completion of paperwork.

EVALUATION OF ORIENTATION PROGRAM:

A systematic orientation program should have an evaluation & follow-up. To

measure how well the orientation program has met its objectives, the HR
manager may use:

 Testing or questionnaires
 The checklist
 Evaluation forms or opinions
  Discussions with immediate supervisors of newly oriented employees
 Formal or informal interviews during probationary periods or at the end
of a month’s employment.
 Exit or terminal interviews.

STAFF DEVELOPMENT
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.

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.

Definition:

1. 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 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.
 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 employee loyalty.
 Fast growing organizations.

Functions:

The main purpose of staff development is:

 To provide educational activities for all nurses employed by health care

agencies directed towards change in behaviour related to role
expectations
 It concerned with growth and development of personnel from their initial
contact with a healthcare agency until termination of service

Types
Staff development includes formal and informal , group and individual
training and education
Staff development activities include the following:
 Induction training
 Job orientation
 In-service education
 Continuing education
 Training for special functions and management training, team building
techniques etc.,

1.INDUCTION TRAINING
 It is a brief, standardized indoctrination to an agencies, philosophy,
purpose, policies and revolutions given to each worker during her or his first
two or three days of employment inorder to ensure his or her identification with
agencies philosophies goals and norms.
2. ORIENTATION
An individualized training programme indented to acquaint a newly hired
employee with job responsibilities work place, clients and co workers
Purpose:
 To reduce start up cost
 To reduce anxiety
 To reduce employee turn over
 To save time for supervisor an co workers
 To develop realistic job expectations, positive attitudes and job
satisfaction.

Importance of job orientation program:

 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
 Help new employee in solving initial problems and adjust the new
situation/environment

3. IN SERVICE EDUCATION:
It is a planned instructional or training programme provided by an
employing agency in the employee setting and designed to increase competence
in a specific areas.
Types:
 a) Centralized approach
b) Decentralized approach
c) Co-ordinate or combined approach
 Centralized approach:
In nursing service department one department will hold the responsibility for
improvement of knowledge skills practice of the nursing staff
 Decentralized approach:
This is planned for staffing members who worked together, giving care for
clients with similar conditions and share common nursing goals
 Co ordinate or combined approach:

There will be a central nursing in service education department consists of

nurse in each division, who holds leaderships responsibilities for staff
development activities, whose time is devoted fully for teaching learning
situations

4. CONTINUING EDUCATION:
Continuing education in nursing consists of planned learning experiences
beyond a basic nursing educational programme. These experiences are designed
to promote the development of knowledge skills and attitudes for the
enhancement of nursing practice, thus improving health care to the public
Functions:
 To meet health needs and public expectations
 Recruitment functions
 To improve communication
 To ensure the qualities of education
 To maintain academic standards

5. TRAINING FOR SPECIAL FUNCTIONS:

 a) Management training: This is a form of SD that is growing in
popularity. Management development is an educational as well as
training activity. It occurs in a situation that closely resembles the
application of the required skills or knowledge to maximize transfer of
training
b) Organization development: This is a method for improving the process
by which employees interact to achieve organizational goals to feed back
and disclosure

CLINICAL TEACHING PROGRAMMES

Clinical teaching workshops and courses are important for preceptor
development. Most nurses practitioners and midwives can become better
clinical teachers when they are exposed to information and teaching strategies
for educating health science students.
Characteristics of expert clinical teachers:
 Competence
 A broad base of knowledge in their chosen field
 Respect for students and patients
 Accessibility and supportiveness
 Being well organized
 Giving clear direction to students about what is expected
 Teaching in practical, engaging manner
 Providing frequent, nonthreatening feedback
 Teaching at the students level
 Continuously reflecting on their teaching successes and failures

Teachers Requirements:
 Clinical competence
 Familiarity with clinical environment
  Role clarification
 Understanding of the students individual differences

Methods of Clinical Teaching:

1.Case study:
A case study is a research method common in nursing practice. It is based
on an in depth investigation of a single individual or group patients. It includes
collecting data, analyzing information and reporting the results.
2.Case method:
It is an organizational mode for allocation of nursing staff in which one
nurse is assigned to provide total nursing care to one or more patients.
3.Grand rounds:
Nursing grand rounds are ritual of nursing clinical education and inpatient
care, consisting of presenting the medical problems and treatment of a particular
patient to an audience consisting of instructors, tutors and nursing students.
4.Discussion and clinical conference:
It is a formal presentation and opposition of a specific motion.
5.Self directed learning
Self directed training includes the learner initiating the learning, making the
decisions about what training and development experiences will occur and how.

6.Clinical simulation

Clinical simulations are health care education procedures used to teach

health care students how to perform various tests and procedures. Clinical
simulations allow health care students to learn even when real patients are not
available, and endangering patients lives in the process of learning.

CLINICAL TEACHING CHALLENGES:

 Preceptors are pressured to see more patients in less time and worried about
being slowed down by students. It can be difficult to arrange additional
examination rooms or call rooms for learners. The atmosphere in the health
facility may be chaotic and stressful, as hospitals and practices merge, dissolve
and change to survive.
Students face multiple stresses that affect their clinical experience,
including time and financial pressures, long commutes, juggling responsibilities
for family, work and school, insufficient time to study and for some, the role
change from expert nurse to novice midwife or APN.

Faculty in research intensive universities face increasing pressure to public

and secure research grants, leaving less time available to work with students and
preceptors.

Benefits:
 Problem solving skills
 Critical thinking skills
 Decision making ability
 Psychomotor skills enhancement
 Interpersonal skills development.

SUMMARY:

The employee nurse should know the rules, policies and ideas of the
hospital and the student nurs should know the polies and rules of institution.
Bette lerning and knowing the staff helps to know the possible challenges in the
hospital and also helps in learning new procedures . thus, helps the employee
nurse to coordination with the peer staff.

CONCLUSION:
 Employee training is the responsibility of the organization. Employee
development is a shared responsibility of management and the individual
employee. The responsibility of management is to provide the right resources
and an environment that supports the growth and development needs of the
individual employee. For employee training and development to be successful,
management should provide a well-crafted job description, it is the foundation
upon which employee training and development activities are built.
BIBLIOGRAPHY

Textbooks

1) B T Basavanthappa. Nursing administration. Ist edn. New Delhi: Jaypee

brothers; 2000.
2) Joginder Vati. Principles and practice of Nursing Management and
administration. 1st edition. Jaypee publishers. Page no – 664- 678.
3) Tabish S. A. Hospital and Nursing Home Planning, Organization and
Management. New Delhi. Jaypee brothers medical publishers, 2003. Page
no: 213- 220.

Internet
1) Function of nursing management- Nursing management- open access articles
on nursing management
http://currentnursing.com/nursing_management/staffing_nursing_units.html
2) Staff Inspection Unit
http://finmin.nic.in/the_ministry/dept_expenditure/staff_inspection_unit/
index.html.
3) Staffing in nursing management
http://www.scribd.com/doc/16245136/Staffing-in-Nursing-Management
4) Staffing in the 21st Century: New Challenges and Strategic Opportunities
http://jom.sagepub.com/content/32/6/868.abstract.