STAFF DEVOLOPMENT PROGRAMME

INTRODUCTION

Staff development is the process towards the personal and professional growth of nurses
and other personnel while they are employed by a health care agency.

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.

DEFINITION

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.

NEED FOR STAFF DEVELOPMENT

Staff development activities include training and education needed, because social
change and scientific advancement cause rapid obsolescene of nursing and skills. The
main purpose of staff development programe for nurses is to provide the oppurtunity to
continually acquire and implement the knowledge, skills, attitudes, and values essential
for the maintenance of high quality of nursing care.

Staff development activities are defined by its concepts such as competence, interest,
needs and learning and training.

PHILOSOPHY OF STAFF DEVELOPMENT

The department of continuing education is an integral part of the nursing division and
embraces the philosophy of the division. The primary goal of a health care agency is the
acheivment of a high quality of health care for the people who use the agencys service.
The educational activities should be designed and implemented to promote a safe,
effective, nursing practice and to increase job enrichment through life long learning.
Emphasis should be on application of knowledge to the actual work environment. There
is a three-way responsibilities involved in staff development for nurses are:

1. The individual nurses responsibility for staff development based on a

commitment to learning as a means of personal and professional growth
2. The nursing professions responsibility for promoting the development of nursing
personnel based on standards for nursing practice and the needs of the nurse
FUNCTIONS OF STAFF DEVELOPMENT

The main purpose of staff development is to provide educational activities for all nurses
employed by the health care agency directed towards change in behaviour related to role
expectations, which build upon the individuals varied education and experimental basis.

The staff development programe must be concerned with the growth and development of
personnel from their initial contact with a health care agency untill termination of service.

Within a health care agency, the following components will provide a framework for
structuring a staff development programe

Socio-Economics

1. Manpower planning
 Recruitment
 Selection
 Placement
2. Counselling
 Performance evaluation
 Career planning
 Promotion
3. Employee-employer relation
 Personal [policies and practices
 Health services
 Labour relations

Experience

i. Nursing practices
 Direct patient care- general or specialities as independent patient care
assignment or team approach
 Indirect patient care- supervision, administration, teaching and research
ii. Other real life experiences
 Colleague interaction
 Voluntary activities related to health care
 Professional association participants personal life
Education

Continuing education

 Inservice education
 Orientation
 Skills attitude and knowledge pertinent to nursing practice within the health care
team and to career planning for individual nurse practitioners

TYPES OF STAFF DEVELOPMENT

Staff development includes formal and informal, group and individual training and
education. The goals of staff development are to assist each employee to improve
performance in her or his present position and to acquire personal and professional
abilities that maximize the possibility of career advancement.

Staff development activities include the following:

1. Induction training
2. Job orientation
3. In-service education
4. Continuing education

Induction trainingis a brief, standardised indoctrination to an agency’s philosophy,

purpose, policies and regulations given to each worker during her or his first two or three
days of employement in order to ensure his or her identification with agency’s
philosophy, goals and norms

Job orientation is an individualised training programe intended to acquaint a newly

hired employee with job responsibilities work place, clients and co-workers

In-service education it is defined as a continued programe of education provided by the

employing authority, with the purpose of developing the competence of personal in their
functions appropriate to the position they hold, or to which they will be appointed in the
service.

In-service education is a planned instructional or training programe provided by an

employing agency in the employing setting and designed to increase competence in a
specific area
Continuing education is “any extension of oppurtunities for reading, study and training
to any person and adult following their completion of or withdrawal from full time school
and /or college programes”

Continuing education in nursing consists of planned learning experiences beyond a basic

nursing educational programe . 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

Intramural education is community based continuing education directed towards

meeting the job related learning needs of the nurse ans other personnel. Exclusive of full
time formal study at a degree granting institution.

Planning for staff development programs

When a topic has been selected for a staff development program, the instructor should
write course objectives that specify the exact behavioural change expected of
participants. These objectivesshould be few and written to describe observable behaviour
whenever possible and specify conditions under which the desired behaviour is to be
observed

For instance, at the conclusion of 15 hours of instruction in electrocardiography for

nurses, the student will be shown eletrocardiographic strips illustrating sinus arrythmia,
sinus bradycardia, sinus tachycardia, paroxysmal atrial tachycardia, premature atrial
contractions, first degree atrioventricular block, premature ventricular contractions,
ventricular tachycardia, and ventricular fibrillation. The student will correctly identify ten
of the twelve arrhythmias within a ten-minute period.

Guidelines for staff-development programs

In organizing staff development offerings, the advisory committee and staff-development

director should develop guidelines for program planners and teachers. The committee
should require teachers should evaluate both the process and outcomes of each programe
and report results to the vice-president of nursing. Finally, the committee should establish
selection criteria for hiring staff development instructors and assigning teaching
responsibilities to in-service teachers and clinical nurse specialists

 The head nurse or patient care managers, in-service teachers, cinical nurse
specialists, middle managers, staff development director and vice-president of
nursing should share for the educational development of staff nurses.
 To prevent duplication of efforts, the Advisory committee for staff development
should specify the educational role for each contributor
 The vice-president of nursing’s responsibility is to allocate educational funds and
facilities equitably among all nursing divisions
 The staff development Directors role is to solicit employee requests for training,
idetify internal or external experts to teach needed courses, enroll employees in
available courses, and preserve records of employees participation in staff
development
 The head nurse or patient care manager’s role is ti identify staff members having
nursing and teaching expertise that enable them to teach selected staff-
development courses.
 The head nurses role includes scheduling employees for staff-development
activities, serving as perceptor for nurses needing a management practicum,
helping employees apply new theories and techniques to practice, and evaluating
each nurses achievment of staff development course objectives.

MODEL FOR CLINICAL SDP

problem solving peak

skills ethical decision
making

motivating performance
apprmotivating
performance in practice
ORGANIZATION OF SDP

The staff development programme can function under many organizational models.

I. Centralized model: Institutional- Hospital, PG medical, Nursing, Pharmacy

II. Decentralized model: Only nursing education dept: College of nursing, School of
nursing
a) Establish staff development programme
b) Select a Coordinator could be administrator or senior faculty member who
can communicate well, knows about the programme and skilful to conduct
the programme. She should have the knowledge about adult training,
understands programme planning process, organizationsl theory, personnel
management and group dynamics, budget accountability, skills in
diagnosing learning needs, development of learning objectives, lesson
planning, selecting appropriate learning techniques. Her major
responsibility will be planning, implementing, evaluating staff development
programme.
c) Establishing advisory committee:
Helpful for identifying needs , resources and planning the programme.
d) Identification of learners need
 Felt need by the faculty
 Identify the desired knowledge and skill the satff should have
(questionnaire, interview)
 Identify the present level of skill(observation student report)
 Determine whether defecit of desired knowledge and skill exist
e) Translating learning needs into objectives
f) Identify content
g) Select tesching method
h) Select instructional materials
i) Develop evaluation strategies and feedback
j) Provide conducive environment for learning
k) Evaluate the programme.
ROLES AND FUNCTIONS OF ADMINISTRATOR/MANAGER IN STAFF
DEVELOPMENT

Roles He or she

 Applies adult learning principles when helping employees learn new skills or
information
 Coaches employees readily regarding knowledge and skill defecits
 Actively seeks out teaching oppurtunities
 Uses teaching techniques that empower staff
 Is sensitive to the learning defecits of the staff and creatively minimizes these
defecits
 Frequently assess learning needs of the unit

Functions

 Works with reduction department to delineate shared individual responsibility for

staff development
 Ensures that there are adequate resources for staff development
 Assumes responsibility for quality and fiscal control of staff development activity
 Makes appropriate decisions regarding educational rresource allocation in periods
of fiscal constraints
 Ensures that all staff are competent for roles assigned
 Provides input in formulating staff development policies
BIBLIOGRAPHY

1. BT Basavanthappa. Nursing administration. Ist edn. New Delhi: Jaypee brothers;

2000.

2. Function of nursing management- Nursing management- open access articles on

nursing management
http://currentnursing.com/nursing_management/staffing_nursing_units.html

3. Dee Ann Gillies. Nursing management. Third edition. Indiana: W B Saunders

company`
 NETAJI SUBHASH COLLEGE OF
NURSING , PALAMPUR

STAFF DEVELOPMENT
PROGRAMME

SUBJECT: NURSING
MANAGEMENT

SUBMITTED TO : SUBMITTED BY:

Mrs. RITIKA Mrs. RANJNA
ASSISTANT PROFESSOR M.Sc. (N) 2nd YEAR