1. human resource in health

8/11/2019 1. Human Resource in Health

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HUMAN RESOURCE

MANAGEMENT

RECRUITMENT OF

STAFF


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Glossary

Management: It relates to the activities

needed to plan, organize, motivate, and

control the human and material resources

needed to achieve the outcomes.

Organization: Group of people working

together to achieve a purpose


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Glossary

Personnel: Individuals employed in an

agency or department

Employee:Member of staff Employer: Company boss, owner or

manager

Recruitment: The process of enlistingpersonnel for employment

Retention: Capacity to retain employees

once they are hired


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Glossary

Cultural diversity: Variations among

cultures in communication style, sense of

personal space, social organization, sense of

time, environmental control, and biologic

characteristics.

Orientation: Familiarization with and

adaptation to an environment


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Glossary

Job analysis: The study of a position to

determine what knowledge, skills, aptitudes,

and personal characteristics are needed to

carry out certain responsibilities.

Job evaluation: The process of measuringthe remunerative worth of a job in

relationship to that of other positions.


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Glossary

Job design: Specification of what the job

requires, job methods, and the relationship

among the organizational, social and

personal needs of the worker.

Job rotation: A horizontal job enlargement

technique.

Job enrichment: A vertical approach to job

design that uses more of the abilities and

skills of personnel.


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Glossary

Job descriptions:Specifications that are the

requirements for given jobs.

Career ladder: Vertical clinical or

management advancement.

Staff development: Education ofemployees.

Preceptor:A teacher or instructor.


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Glossary

Career:Progressive achievement throughout

a personsprofessional life.

Career mapping: A strategic plan for ones

career.

Group process:How the group functions.


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Unit 3

Management Process

Human Resource Management

RecruitingSelecting

Deployment

Retaining

Promoting

Superannuation


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HUMAN RESOURCE MANAGEMENT

Introduction:

Important responsibilities of the personnel

department is to recruit and select the right

persons for the right jobs.

Organizations are particularly dependant

upon 3 factors


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HUMAN RESOURCE

MANAGEMENT

Employees and their commitments,

Consumers

Impressed and concerned sympathetic

attitude and attention of the personnel

Recruitment, selection and induction are

crucial, complex and continuing functions

of the personnel department.


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HUMAN RESOURCE

MANAGEMENT

Every organization should pay maximum

attention to evolve

Attractive staffing polices,

Quality of its human resources.

As its success depends on the same


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RECRUITMENT

Recruitment is a process to discover the

source of manpower to meet the requirements

of the staffing schedule and to employ

effective measures, attracting the manpower

in adequate numbers to facilitate effective

selection of an efficient working force. Yoder

& others


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RECRUITMENT

Recruitment is a process of securing

applicants to fill vacant positions.

It covers both the filling of new and

replacement of previously established posts

which fall vacant.

Unless the right type of people are hired even

the best plans, organizational charts and


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FACTORS AFFECTING RECRUITMENT

Recruitment differs according to:

1. Size of the organization

2. Employment condition in the community.

3. Effect of past recruitment efforts.

4.

Working conditions, salary and otherbenefits.

5. Rate of growth of organization.


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ELEMENTS OF SOUND RECRUITMENT

POLICY

1. Discovery and cultivation of the employment

market for posts/marketing a job in the

public/private services.

2. Use of attractive recruitment literature and

publicity.

3. Use of scientific tests for determining abilities

of the candidates.


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ELEMENTS OF SOUND RECRUITMENT

POLICY

4. Tapping capable candidates from within the

services.

5. Placement programme which assigns the

right man to the right job.

6. A follow up probationary programme as an

integral part of the recruitment process.


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PURPOSE OF RECRUITMENT

Ideally the purpose of recruitment is to

1. Locate and attract enough qualified

applicants

2. To provide a pool from which the required

number of individuals can be selected.

Proper management can serve as the best

recruiting


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STEPS IN RECRUITING PROCESS

According to FAMUTAROit involves 5 steps.

1. Recruitment policy

2. Recruitment organization

3. Forecast of manpower

4. Development of sources of recruitment.

5. Different techniques used for utilizing the

sources and method of assessing


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HUMAN RESOURCE

MANAGEMENT

Once manpower requirements have been

determined recruitment is the next step in

the staffing process.


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Selection Process Adequate applicant pool

Pre-employment screening

Completion of application

Reference checks Pre-employmentTesting

Physical examination Employmentinterview

Employer decision

Notification of a licants


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ESSENTIAL ELEMENTS IN

RECRUITING STRATEGY

Four essential elements in recruiting strategy;

1. Where to look?

2. How to look?

3. When to look?

4. How to sell the organization to potential

recruits?


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1. WHERE TO LOOK?

For most health care institutions,

1. Own geographic area.

2. National searches.

The state board of Nursing


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2. HOW TO LOOK?

Recruiting sources :

1. Internal

2. External

Internal sources include the

Promotion and Transfer of employees

within an organization to fill a vacancy.


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MERITS -RECRUITING INTERNAL

SOURCES

a. It helps to build loyalty, ensure stability,

creating a sense of security among the

employees.

b. Improves the morale of the employees.

c. Helps employer in better evaluation.

d. Little training is required.

e. Can rely upon as they are tried people.


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DEMERITS -RECRUITING INTERNAL

SOURCES

a. Leads to inbreeding and discourages entry of

new people.

b. Difficult to find the requisite personal from inside.

c. Innovations cannot be made.

d. As promotion is based on seniority, able hands

may not be chosen.

e. Chance for biased selection.


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RECRUITING EXTERNAL SOURCES

The management authorities should useexternal sources of recruitment whose

specifications cannot be met by the present

personnel.

They may include:

a. Young mostly inexperienced potential

employees.

b. Unemployed with skill and ability.

c. Retired experienced person.


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These sources include:a. Door applicants.

b. Govt. employment exchange

c. Private employment exchange

d. Advertisement

From other organizations. Unsolicited applicants

Teaching institutions

Internal circulars for vacancies.


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Referral from:

Employers

Ex-employers

Political leaders

Govt. Officials

Religious bodies


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3 When to look?

Careful planning is necessary to ensure that

recruitment begins well in advance of

anticipated needs


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4 How to sell the organization?

The final issue in developing a recruiting

strategy is communicating with job

candidates.

A more balancing recruiting message, which

includes honest communication andpersonal contact, is preferable presenting

the job requirements.



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HUMAN RESOURCE MANAGEMENT-

RECRUITMENT METHODS:

1 Advertising:

A post is advertised to:

- Attract Suitable Persons

- Get Adequate Number of Applicants.

- Discourage Unsuitable Persons From

Applying

- Project a Good Image of The organization


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RECRUITMENT METHODS:1 Advertising:

Important points to be kept in mind:

1. The advertisement should be designed in

such a way that it arouses the interest of

potential candidates.It should state:

The job title, Briefly outline the duties,

Qualification, Previous experience, Salary

payable conditions,

Any particular features about the job


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RECRUITMENT METHODS:1 Advertising:

Important points to be kept in mind:

2. The media of the advertisement should be

selected carefully.

3. It should be display advertisement not a

classified advertisement (Small

advertisement)

4. Repeated advertisement for the same post

should be avoided.


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RECRUITMENT METHODS: 2. Career day

programme:

In some places colleges held, annual career

day

programmes during which recruiting officers

from

Local agencies inform senior students about

Employment opportunities.


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RECRUITMENT METHODS:

3. OPEN HOUSE:

It is showcase of the opening of a new

service or educational programme.

Invitation to an open house may be sent to

individuals, group of specialty candidates,

final year students and alumnisof colleges.


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EMPLOYEE REFERRAL :

Recruiter can inform the employees in theunit so, information exchanges contributes to

successful

selection

It works in 2 ways:

An enterprise provides applicants with an

objective description of the company and

the position.

The applicants provide information about


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SELECTION

The job application form is one most

important tool in the selection process.

It can supply enough information about a

candidate. This will help for the short listing of

the candidates.


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SELECTION

A. Evaluation of the applicant: Through

application form, curriculum vitae, written

recommendations and transcript.

B. Job application form includes: Name,

fathers name, present and permanent

address, sex, age, religion, weight, height,physical deformity if any, educational

qualification, experience, participating in

extra curricular activities, etc.


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POINTS TO BE NOTED WHILE PREPARING

JOB APPLICATION

1. Form should be large to provide enough

space.

2. Should be printed on good paper.

3. Wording should not be ambiguous.

4. Include questions about previousemployers of the candidate to find out his

stability at work.


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The signature should follow 2 statements:

1. I have no objection if any enquiry is madefrom my past of present.

2. I hereby certify that all the information given

by me in the form is correct and complete to

the best of my knowledge and belief.

Different job application forms are prepared for

Different categories of employers.


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Main purposes of job application forms are:

1. It enables the hospital authorities to weed out

unsuitable candidates.

2. It acts as a frame of reference for the interview.

3. It forms the basis for the personal record file of

successful candidates

Th l ti t t h li ti


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The selection process starts when applications are

received

And screened in the personal dept.

The steps of employee selection process are the

following:1. Interview by personnel department.

2. Pre-employment tests-written, oral, practical.

3. Interview by department head.4. Decision of administrator to accept or reject

5. Medical examination

6. Check of references

The personnel manager does not select anyone


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The personnel manager does not select anyone.

His job is to screen and recommend the potential

candidates to the department head.

For senior posts, the personal manager should

preferably form a selection board which should

include the

Chief executive,

Department head,

Personnel manager and


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Interviewing:

The employment interview is aimed at obtaining

certain basic information.

It is normally conducted by the personnel managerand the concerned department head.


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Interviewing:

The candidate is asked about his education, job

experience, minimum salary acceptable etc.

In the case of lower positions, there is no need to

call a candidate for final interview with the

administrator, as the final selection is made by the

head of the department and personal

management jointly.


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In case of senior posts, where the selection is

decided by a selection board, all the candidates who

are found eligible during secreting are referred to the

board for interview.

These candidates are interviewed and a list is made

of the first 3 candidates found suitable for the post by

the board.


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The personal manager implements the decision of

the board by sending an appointment letter to the

1st. candidate.

In case the offer is turned down by the 1st candidate

it is sent to the 2nd candidate.


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MAIN OBJECTIVES OF AN INTERVIEW

For the employer to obtain all the information.

To give the candidate a complete picture of the

job. To demonstrate fairness to all candidates.


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THE INTERVIEW LETTER :

When calling a candidate for an interview,

The time, data and place must be specifically

mentioned.

Other conditions such as requirements of

passport size photos, certificates, testimonials,

payment of traveling allowance etc. Should

also be mentioned

A AT N TH NT V W


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PREPARATION BEFORE THE INTERVIEW

Plan carefully.

Inform receptionist so that candidates are correctly

directed to the place of interview. Make sure that waiting arrangements are

satisfactory.



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Ensure that there are no interruptions during

interview.

Decide in advance the information to be collectedand provided.

Prepare a list of characteristics to be observed

and evaluated, i.e., general appearance,

language, intelligence etc.


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THE RESPONSIBILITIES OF PERSONNEL

MANAGER

To screen the application

To give information about: general nature of

work hours of work pay scale allowance, otherbenefits leave, policy etc.

To discover any difference in the expectations

of the expectations of the hospital and those of

candidates


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THE RESPONSIBILITIES OF DEPARTMENT

HEAD

To review the job applications to check pertinent

data on experience.

To assess the professional competence of the

candidate.

To give a detailed picture of the job requirement.

To advise the personal manager if he thinks that

previous training and experience justifies a higher

starting salary.


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OPENING THE INTERVIEW

The interviewer should start on time.

Give a warm friendly welcome.

Introduce him.

Ask the applicant his preferred name

Objective is to establish an open atmosphere and

rapport.

During the interview

Encourage the candidate to talk freely.


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Privacy should be maintained.

Discussion should be relevant to the topic.

Establish rapport with applicant.

Make a written approval of the applicant.


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Questions during the interview

It can be structured

Semi structured

Unstructured

Concluding the interview


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Once the interviewer has secured a clear idea of

the applicants

Basis strengths and limitations, he should

conclude it by summarizing and giving

indications about the next step.

Interviewer should fill up the evaluation form.

Say goodbye and thank applicant for coming.


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PRE-EMPLOYMENT TESTS:

These tests can be classified into 4 types:

1. Tests of general ability-intelligence tests.

2. Tests of specific abilitiesaptitudes tests

3. Tests of achievementtrade tests

4. Personality tests-tests of emotional stability,

interest, value, traits.

Final approval of the head of the hospital

APPOINTMENT


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APPOINTMENT

In some hospitals, the selection committee consists

of

one person from the personnel department,

the department head and

one representative of the head of the hospital.

After interviewing the selection committee submits

its recommendations for approvalto the head of

the hospital that is generally the hiring and firing


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a. REFERENCES

The references provided by the applicant should

be

Cross-checked to ascertain his past

performance and

To obtain relevant information.


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b. MEDICAL EXAMINATION:

The selection of the right type of employee

requires a thorough knowledge of

his physical capacities and handicaps.

No employee should be placed on the job

unless he has been declared medically fit.


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c. THE PURPOSE:

For the protection of the applicant himself, to

know whether that job will suit him.

Protection of other employees from

communicable diseases.

To avoid selecting a wrong person.



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Letter of appointment, to the candidate and a copy tothe administrator of the nursing unit.

Joining report by the employee: The employee

should be given an appointment letter, his job

description, and a hand book of the hospital. He

should be asked to submit his joining report.

Letter of thanks to the recruiting agency and rejected

applicants should be sent as soon as the vacancy is


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D. INDUCTION:

This helps the employee to overcome his sense of

strangeness and to develop a sense of belonging.

1. The general orientation lecture.

2. General tour.

3. Employee hand book which covers brief history of

hospital, his aims and objectives; conditions of

employment etc.

4. Buddy system now employee is introduced to an


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CONFIRMATION EXTENTION PROBATION

TERMINATION

During probation period, a close watch should be

kept on the employee.

If a new employee is properly groomed by his

immediate supervisor, and head of the department,

he will prove to be an assets for the organization.

The probationary report should be given by

department head, 15 days prior to the completion of

probation period, which should be just and fair.


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PROMOTION:

This means to excel in a situation, change for betteraspects

etc.

The factors which are considered by employers as

implying promotion are:1. An increase in the salary.

2. An increase in job prestige.

3. Upward movement in the hierarchy of the job.

4. Additional supervisory responsibility.

5. A better future.

FACTORS WHICH MUST BE THE BASIS FOR


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PROMOTION ARE

1. Outstanding service in terms of quantity and

quality.

2. Above average achievements, experience,

seniority; initiative.

3. Knowledge

4. Record of loyalty and co-operation.

On the basis of employees probation report a


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On the basis of employees probation report a

decision to terminate or confirm or to extent his

extension period has to be taken.

Either a confirmation letter or a termination letter or a

letter showing extension of probation is given

Demotionrefers to the lowering down of the status,

salary, and responsibility of an employee.

It is used as punitive measure when there are serious

breeches of duty of the part of employee.

f f f


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Transfer is a lateral shift causing movement of

individuals from one position to other usually

without involving any marked change in duties.

It is a horizontal or lateral movement from one job to

another or any sections, department, shift, plant or

another place where his salary is same.

Dismissalis the termination of the services of an

employee by way of punishment, for some

misconduct or for unauthorized and prolonged

absence from duty.


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Suspension is a serious punishment, during

which employer receives a subsistence allowance.

Turnover is the rate of change in working staff of

a concern during a definite period, either due to

resignation or dismissal.


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JOB REQUISITION:

Once a department head knows that there is a

vacancy,

he fills up a job requisitionship and submits it tothe personnel department for necessary action.

A job-requisition form should be designed very

clearly.


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DEPLOYMENT :

Deployment means arrange, manage or give

position to their employees.

Deployment in Nursing: Staff nurses having the

qualification of B.Sc. (N), M.Sc(N) being deployed in

school and colleges in nursing as sister tutor means

re-designation staff nurse to sister tutor. High

position is given to them.


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RETAINING

Retaining means Possession of employees by

employer.

It is necessary to every organization to retain theiremployees to achieve the laid down objectives of

the institution.


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RETAINING

Otherwise, chaos will be there and institution will

fail. It will lead to high turnover of the employees.

For Retaining of the employees, everyorganization has own policies, so that skilled

managers and competent workers be retained.


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CERTAIN AVENUES OF RETAINNING ARE

1.

Promotion of the employees.2. Good living and working conditions.

3. Employees welfare services.

4. Motivation

5. Incentives

6. Fair and equitable wages

7. Effective supervision


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CERTAIN AVENUES OF RETAINNING ARE

8. Fair system of performance appraisal

9. Loan facilities

10.Effective redressed system for employees

grievances.


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Some retirement plan designs accumulate a cash

balance that a retire person can draw upon at

retirement, rather than promising annuity payments.

These are often called as pensions.

In some cases, a pension is created by an

employer

Labour unions, the govt., or other organizations

may also fund pensions.



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Many pensions also contain an insurance aspect,since they often pay benefits to survivors.

Superannuation is 15% of basic and gratuity is

4.81% of the basic.

Superannuation can be optional.

Superannuation is claimed whenever you leave the

company.


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NURSINGADMINISTRATION

Human Resource Health -Staffing

PREPARED AND PRESENTED


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BY

MRS.S.ANUCHITHRA

RADHAKRISHNAN,VICE PRINCIPAL CUM HOD OBG NURSING,

P.D.BHARATESH COLLEGE OF NURSING,HALAGA, BELGAUM.

INTRODUCTION


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Staffing is a selection, training, motivating and

retaining of a personnel in the organization.

Nurse staffing is a constant challenge for health

care facilities.

Before the selection of the employees, one has to

make analysis of the particular job, which is

required in the organization, then comes the

DEFINITION OF STAFFING


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Staffing is the function by which managers

build an organization through recruitment,

selection and development of individuals as

capable employees.

Mc Farland



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Staffing is defined as filling positions in the

organization structure through identifying

workforce requirements, inventorying the

people available, recruitment, selection,

placement, promotion, appraisal,

compensation and training of needed

people.



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Staffing is the process of determining and

providing the acceptable number and mix of

nursing personnel to produce a desired level

of care to meet the patientsdemand.

PURPOSE OF STAFFING


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PURPOSE OF STAFFING

To establish and maintain sound personnel

relation at all levels of the organization.

To make the effective use of personnel to attain

the objectives of the organization.

PURPOSE OF STAFFING IN


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NURSING

To provide each nursing unit with an appropriateand acceptable number of workers in each

category to perform the nursing task required .

Too few or improper mixture of nursing

personnel will adversely affect the quality and

quantity of the work performed.

It leads to staff absenteeism and turn-over

resulting in low morale and dissatisfaction.

NATURE OF STAFFING


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NATURE OF STAFFING

1. Staffing is an important managerial function2. Staffing is a pervasive activity

3. Staffing is a continuous activity

4. The basis of staffing function is efficient

management of personnel.

5. Staffing helps in placing right men at the right

job.

6. Staffing is performed by all managers

SIGNIFICANCE OF STAFFFING


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Staffing provides man power which is the key

input of an organization.

It helps in discovering and obtainingcompetent personnel for various jobs

It makes for higher performance by placingright persons on the right job



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It improves job satisfaction and morale of

employees through objective assessment

and fair compensation of their

contributions.

It facilitates optimum utilization of human

resources and in minimizing costs of

manpower.



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It ensures the continuity and growth of

organization through the development of

organization.

It enables an organization to cope with the

shortage of executive talent.

NEED FOR STAFFFING


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1. Increasing size of organization

2. Advancement of technology

3. Lang range need for manpower

4. High wage bill

5. Trade unionism

6. Human relations movement

FUNCTIONS IN STAFFING


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Identifying the type and amount of service

needed by agency client.

Determining the personnel categories that

have the knowledge and skill to perform

needed service measures.

Contd



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Predicting the number of personnel in each

job category that will be needed to meet

anticipated service demands.

Obtaining, budgeted positions for the number

in each job category needed to service for

the expected types and number of clients.

Contd



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Recruiting personnel to fill available

positions.

Selecting and appointing personnel from

suitable applicants.

Combining personnel into desired

configurations by unit and shift.

Contd



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Orienting personnel to fulfil assigned

responsibilities.

Assigning responsibilities for client services

to available personnel.

STAFFING


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STAFFING

Staffing is a universal function. It is the

responsibility of every management.

Staffing is a dynamic function

Staffing cannot be entrusted fully to

personnel department or any other service

department.

Contd

STAFFING


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STAFFING

Staffing helps in the accomplishment oforganizational goals through team spirit and

optimum contribution from every employee.

Staffing is concerned with the management of

managers

Staffing is a difficult function with

extraordinary problems of social,

philosophical and psychological in nature.

ESSENTIALS OF A GOODSTAFFING POLICY


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STAFFING POLICY

A good staffing policy should possess the

following characteristics

It should take into account the interest of

both employer and employees

It should be complete in every aspect

It should be simple and precise

Contd

ESSENTIALS OF A GOODSTAFFING POLICY


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STAFFING POLICY

It should be reasonably stable and permanent

It should be flexible

It should be responsive to prevailing trends in

industry and society.

It should take into account variations in the

capabilities, interest and attitudes of

em lo ees

ELEMENTS OF STAFFING


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The elements of staffing are

1. Procurement

2. Development

3. Compensation levels

4. Integration

5. Maintenance


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2 DEVELOPMENT


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2.DEVELOPMENT

Trainingperform job efficiently

Proper development of personnel

Development involves

Orientationsocializing process

Counseling-

Training improving the knowledge and


3 COMPENSATION LEVELS


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3.COMPENSATION LEVELS

Determining adequate and equitable

remuneration

Monetary and nonmonetary rewards Compensation involves

Job evaluationdetermining the worth of job

Performance appraisal- evaluation of

performance against certain standards

Promotion rewards with transfer


4 INTEGRATION


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4.INTEGRATION

It is developing sense of belonging to theenterprise

Sound communication system is required-

keep harmony and team spirit Quick and satisfactory redressal of problems

and grievances

Motivation of employees towardsaccomplishment of goals

Discipline and labour relation are important


5 MAINTANANCE


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5.MAINTANANCE

Facilities and services to maintain the

physical and mental health of employees

Includes measures for health, safety andcomfort of employees

Provision of cafeteria, restrooms, group

insurance, recreation club, education of

children of employees

HR MANAGEMENT ACTIVITIES


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HR MANAGEMENTACTIVITIES


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ACTIVITIES

Internal

External

HR MANAGEMENT ACTIVITIES -

INTERNAL


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INTERNAL

Strategic HR Management

Equal employment opportunity

Staffing

HR development

Compensation and Benefits

Health, Safety and Security

Employee and labour relations


EXTERNAL


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EXTERNAL

Global

Environmental

Cultural/Geographic

Political

Social

Legal

Economic and Tecnological


INTERNAL


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INTERNAL

Strategic HR Management

HR Planning

HR Measurement

HR Technology


INTERNAL


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INTERNAL

Equal employment opportunity

compliance

Affirmative action

Diversity


INTERNAL


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INTERNAL

Staffing

Job analysis

Recruiting

Selection


INTERNAL


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INTERNAL

HR development

Orientation

Training

Employee development

Career planning

Performance management


INTERNAL


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INTERNAL

Compensation and Benefits

Wage / Salary Administration

Incentives

Benefits


INTERNAL


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INTERNAL

Health, Safety and Security

Health and Wellness

Safety

Security


INTERNAL


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INTERNAL

Employee and labour relations

Employee rights and privacy

HR Policies

Union / Management relations

THE MAIN OBJECTIVES OF MANPOWER PLANNING


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POWER PLANNING

1. Ensuring maximum utilization of thepersonnel

2. Assessing future requirements of the

organization

3. Determining the recruitment sources.

4. Anticipating from past records, i.e.resignations, simple discharge, dismissal

and retirements.

MAJOR ACTIVITIES OFMANPOWER PLANNING


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MANPOWER PLANNING

Forecasting future manpower requirements

Inventorying, present manpower resources

and analysing the degree to which these

resources are employed optimally.

MAJOR ACTIVITIES OFMANPOWER PLANNING


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MANPOWER PLANNING

Anticipating manpower problem by projectingpresent resources into the future and

comparing them with forecast of requirement

of requirement to determine their adequacy,both quantitatively, and qualitatively

Planning the necessary program,

recruitment, selection, training, development,motivation and compensation, so that future

manpower requirements will be met.

STEPS OF MANPOWER

PLANNING


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PLANNING

1. Scrutiny of present personnel strength.

2. Anticipation of man power needs.

3. Investigation of turnover of personnel

4. Planning job requirements and job

descriptions


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STEPS IN STAFFING

PROCESS

Human Resource planning


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Recruitment

Selection

Induction and orientation

Separation

Performance appraisal

Employment decisions STEPS OF STAFFING


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1.

Determine the number and types of personnelneeded to fulfil the philosophy, meet fiscal

planning responsibilities, and carryout the chosen

patient care management organization

2. Recruit, interview, select, and assign personnel

based on established job descriptionperformance standards.

3. Use organizational resources for induction and

STEPS OF STAFFING


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4. Ascertain that each employee is adequately

socialized to organizational values and unit norms.

5. Use creative and flexible scheduling based onpatient care needs to increase productivity and

retention

6. Develop a program of staff education that will

assist employees meeting the goals of the

PHILOSOPHY OF STAFFING


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There are three general philosophies of personnel

management. It based on

1. Organizational theory,

2. Industrial engineering,

3. Behavioural science.

1. THE ORGANIZATIONAL

THEORIST BELIEVES THAT


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THEORIST BELIEVES THAT

Human needs are either so irrational or sovaried and adjustable to specific situations that

the major function of personnel management is to

be pragmaticas the occasion demands.

If thejobs are organized in a proper manner, he

reasons, the result will be most efficient jobstructure, and the most favourable job

attitudes will follow as a matter of course.

2. THE INDUSTRIAL ENGINEERBELIEVES THAT


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The man is mechanistically oriented andeconomically motivatedand his needs are best

met by attuning the individual to the most efficient

work process.

The goal of personnel management therefore

should be to concoct the most appropriate

incentive system and to design the specific

working conditions in a way that facilitates the

2. THE INDUSTRIAL ENGINEERBELIEVES THAT


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S

By structuring jobs in a manner that leads to

the most efficient operation, the engineer

believes that he can obtain the optimalorganization of work and the proper work

attitudes.

3. THE BEHAVIOURAL SCIENTISTBELIEVES THAT


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BELIEVES THAT

The behavioral scientist focuses on group

sentiments, attitudes of individual employees,

and the organizations social andpsychological climate.

3. THE BEHAVIOURAL SCIENTISTBELIEVES THAT


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BELIEVES THAT

Personnel management generally emphasizes some form

of

Human relations education,

In the hope of instilling healthy employee attitudes

and an organizational attitudes and

An organizational climate which he considers to be

felicitous to human values.

He believes that proper attitudes will lead to efficient

job and organizational structure.

PHILOSOPHY OF STAFFING INNURSING


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NURSING

Nurse administrators of a hospital nursing

department should adopt the following staffing

philosophy.

Nurse administrators believe that it is possible to

match employeesknowledge and skills to patient

care needs in a manner that optimizes job

satisfaction and care quality.

PHILOSOPHY OF STAFFING INNURSING


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Nurse administrators believe that the technical and

humanistic care needs of critically ill patients are so

complex that all aspects of that care should be

provided by professional nurses.

Nurse administrators believe that the health

teaching and rehabilitation needs of chronically ill

patients are so complex that direct care for

chronically ill patients should be provided by

Philosophy of staffing in nursing


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Nurse administrators believe that patient

assessment, work quantification and job analysis

should be used to determine the number ofpersonnel in each category to be assigned to

care for patients of each type( such as coronary

care, renal failure, chronic arthritis, paraplegia,

cancer etc)

Philosophy of staffing in nursing


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Nurse administrators believe that a master staffing

plan and policies to implement the plan in all units

should be developed centrally by the nursing heads

and staff of the hospital.

Nurse administrators believe the staffing plan details

such as shift- start time, number of staffs assigned on

holidays, and number of employees assigned to each

shift can be modified to accommodate the units

workload and workflow

Objectives of staffing in nursing


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Provide an all professional nurse staff in critical

care units, operating rooms, labour and

emergency room

Provide sufficient staff to permit a 1:1 nurse-

patient ratio for each shift in every critical care unit

Staff the general medical, surgical, obstetrics and

gynecology, pediatric and psychiatric units to

OBJECTIVES OF STAFFING INNURSING


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Provide sufficient nursing staff in general, medical,

surgical, obstetrics and gynecology, pediatric and

psychiatric units to permit a 1:5 nurse patient ratio

on a day and afternoon shifts and 1:10 nurse-

patient ratio on night shift.

Involve the heads of the nursing staffs and all

nursing personnel in designing the departments

overall staffing program.



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Design a staffing plan that specifies how many

nursing personnel in each classification will be

assigned to each nursing unit for each shift and how

vacation and holiday time will be requested and

scheduled.

Hold each head nurse responsible for translating the

departmentsmaster staffing plan to sequential eight

weeks time schedules for personnel assigned to her/



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Post time schedules for all personnel at least eight

weeks in advance.

Empower the head nurse to adjust work schedulesfor unit nursing personnel to remedy any staff excess

or deficiency caused by census fluctuation or

employee absence.



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Inform each nursing employee that requests for

specific vacation or holiday time will be honored

within the limits imposed by patient care and

labour contract requirements.

Reward employees for long term service by

granting individuals special time requests on the

basis of seniority.

ANA PRINCIPLES OF NURSING

STAFFING (REFERENCE: ANA
http://nursingplanet.com/nr/blog7.php/2009/11/23/staffinghttp://nursingplanet.com/nr/blog7.php/2009/11/23/staffing


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STAFFING (REFERENCE: ANA

WEBSITE ON SAFE STAFFING)1. Patient Care Unit Related

2. Staff Related

3. Institution/Organization Related

.RELATED
http://nursingplanet.com/nr/blog7.php/2009/11/23/staffinghttp://nursingplanet.com/nr/blog7.php/2009/11/23/staffinghttp://nursingplanet.com/nr/blog7.php/2009/11/23/staffinghttp://nursingplanet.com/nr/blog7.php/2009/11/23/staffing


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Appropriate staffing levels for a patient care unit reflect

analysis of individual and aggregate patient needs.

There is a critical need to either retire or seriously

question the usefulness of the concept of nursing

hours per patient day (HPPD).

Unit functions necessary to support delivery of quality

patient care must also be considered in determining

staffing levels.

2. STAFF RELATED


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The specific needs of various patient populations

should determine the appropriate clinical competencies

required of the nurse practicing in that area.

Registered nurses must have nursing management

support and representation at both the operational level

and the executive level.

Clinical support from experienced RNs should be

readily available to those RNs with less proficiency.

3. INSTITUTION/ORGANIZATIONRELATED


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Organizational policy should reflect an organizational climate

that values registered nurses and other employees as

strategic assets and exhibit a true commitment to filling

budgeted positions in a timely manner.

All institutions should have documented competencies for

nursing staff, including agency or supplemental and traveling

RNs, for those activities that they have been authorized toperform.

Organizational policies should recognize the myriad needs of

both atients and nursin staff

NORMS OF STAFFING( S I U-STAFF INSPECTION UNIT)


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)

Norms are standards that guide, control, and

regulate individuals and communities.

For planning nursing manpower we have to follow

some norms.

The nursing norms are recommended by various

committees, such as;



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)

The nursing man power committee,

The high-power committee,

Dr. Bajaj committee, and

The staff inspection committee,

TNAI and INC.

The norms has been recommended taking intoaccount the workload projected in the wards and the

other areas of the hospital.



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)

All the above committees and the staff inspection unit

recommended the norms for optimum nurse-patient

ratio. Such as

1:3 for Non Teaching Hospital and 1:5 for the TeachingHospital.

The Staff Inspection Unit (S.I.U.) is the unit which has

recommended the nursing norms in the year 1991-92.

As per this S.I.U. norm the present nurse-patient ratio is

based and practiced in all central government hospitals.

RECOMMENDATIONS OFS.I.U


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S U

The norms for providing staff nurses and nursing

sisters in Government hospital is given in

annexure to this report. The norm has beenrecommended taking into account the workload

projected in the wards and the other areas of the

hospital.

RECOMMENDATIONS OFS.I.U


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The posts of nursing sisters and staff nurses have

been clubbed together for calculating the staff

entitlement for performing nursing care work whichthe staff nurse will continue to perform even after

she is promoted to the existing scale of nursing

sister.

Recommendations of S.I.U


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Out of the entitlement worked out on the basis of the

norms, 30%posts may be sanctioned as nursing

sister. This would further improve the existing ratio of1 nursing sister to 3.6.

Staff nurses fixed by the government in settlement

with the Delhi nurse union in may 1990.



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The assistant nursing superintendents arerecommended in the ratio of 1 ANS to every 4.5

nursing sisters. The ANS will perform the duty

presently performed by nursing sisters and perform

duty in shift also.

The posts of Deputy Nursing Superintendent maycontinue at the level of 1 DNS per every 7.5 ANS

There will be a post of Nursing Superintendent for



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There will be a post of 1 Chief Nursing Officer for

every hospital having 500 or more beds.

It is recommended that 45% posts added for thearea of 365 days working including 10% leave

reserve (maternity leave, earned leave, and days off

as nurses are entitled for 8 days off per month and 3

National Holidays per year when doing 3 shift

duties



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Most of the hospital today is following the S.I.U.

norms.

In this the post of the Nursing Sisters and the Staff

Nurses has been clubbed together and the work of

the ward sister is remained same as staff nurse even

after promotion.

The Assistant Nursing Superintendent and the

De ut Nursin Su erintendent have to do the dut

THE NURSE-PATIENT RATIO ASPER THE S.I.U. NORMS


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1. General Ward 1:6

2. . Special Ward - ( pediatrics,

burns, Neuro surgery, cardio

thoracic, Neuro medicine, nursing

home, spinal injury, emergency

wards attached to causality)

1:4

3. Nursery 1:2

4. I.C.U. 1:1(Nothing mentioned about the

shifts)

5. Labour Room 1:l per table

6 O T Major - 1 :2 per table



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7. Casualty-

a. Casualty main attendance up

to 100 patients per day thereafter

b. for every additional

attendance of 35 patients

c. Gyanec/ obstetric attendance

d. thereafter every additional

attendance of 15 patients.

3 staff nurses for 24 hours,

1:1per shift.

1:35

3 staff nurses for 24 hours, 1:1/

shift

1:15



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8. Injection room OPD Attendance up to 100 patients

per day 1 staff nurse

120-220 patients: 2 staff nurses





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9. OPD - NAME OF THE DEPARTMENT

1. Blood bank

2. Paediatric

3. Immunization

4. Eye5. ENT

6. Pre anaesthetic

7. Cardio lab

8. Bronchoscopy lab

9. Vaccination anti rabbis

10. Family planning

1

2

2

11

1

1

1

1

2


9 OPD NAME OF THE DEPARTMENT


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9. OPD - NAME OF THE DEPARTMENT

1. Medical

2. Dental

3. Central sample collection centre

4. Orthopaedic

5. Gyne

6. Xray

7. Skin

8. V D centre

9. Chemotherapy

10. Neurology

11. Microbiology

12. Psychiatry

13. Burns

1

1

1

1

2

2

3

2

2

2

1

2

1

-PER THE NORMS OFTNAIAND

INC (THE INDIAN NURSING


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INC (THE INDIAN NURSING

COUNCIL, 1985)The norms are based on Hospital Beds.

Chief Nursing Officer :1 per 500 beds

Nursing Superintendent :1 per 400 beds or above

The Nurse-patient Ratio as perthe norms of TNAIand INC (The

C 198 )


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Indian Nursing Council, 1985)The norms are based on Hospital Beds.

D.NS. :1 per 300 beds and 1 additional for

every 200 beds

A.N.S. :1 for 100-150 beds or 3-4 wards

Ward Sister :1 for 25-30 beds or one ward.

30% leave reserve


I di N i C il 1985)


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Indian Nursing Council, 1985)

The norms are based on Hospital Beds.

Staff Nurse :1 for 3 beds in Teaching Hospital

in general ward& 1 for 5 beds in Non-teaching

Hospital +30% Leave reserve

Extra Nursing staff to be provided for

departmental research function.


I di N i C il 1985)


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Indian Nursing Council, 1985)

The norms are based on Hospital Beds.

For OPD and Emergency :1 staff nurse for 100

patients (1 : 100 ) + 30% leave reserve

For Intensive Care unit: (I.C.U.)- 1:l or (1:3 for each

shift ) +30% leave reserve.

It is suggested that for 250 bedded hospitals there

should be One Infection Control Nurse (ICN).

FACTORS INFLUENCINGSTAFFING


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External factors

Legal factors

Socio-cultural factors

External influences

Internal factors

Organizational business plan

Size of organization

Organizational image

Factors affecting staffing


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The type, philosophy, objectives of the hospital

and the nursing service

The population served or kind of patients servedwhether pay or charity

The number of patients and severity of their

illness-knowledge and ability of nursing personnel

are matched with the actual care needs of



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Availability and characteristics of the nursing staff,

including education, level of preparation, mix of

personnel, number and position. The administrative policies such as rotation,

weekends, and holiday off duties.

Standards of care desired which should be

available and clearly spelled out.


L t f i i it d


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Layout of various nursing units and resources

available within the department such as adequate

equipment, supplies and materials.

Budget including the amount allotted to salaries,

fringe benefits, supplies, materials and equipment.

Professional activities and priorities in non-patient

activities

like involvement in professional organizations, formal

FACTORS AFFECTINGSTAFFING


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Teaching program or the extent of staff involvement inteaching activities

Expected hours of work per annum of each

employee. This is influenced by 40 hour week law.

Patterns of work schedule

Traditional 5 days per week, 8 hrs/day

4 days per week, 10 hrs/day and 3 days off

31/2 days of 12 hrs/day and 31/2 days off/wk

JOB DESCRIPTION AND JOB SPECIFICATION


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Job descriptions are derived from job analysis

and are affected by job evaluation.

It is written record of principle duties and scope of

responsibility for a particular job, together with the

required employee characteristic and the

relationship of the workers with other personnel in

the organizational structure.



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There is a need for job descriptions,

because it is learnt that

most workers function in a mechanical fashion

and are not conscious of the role assigned to

them

and also leads to various problems particularly

in functioning.

Job description is a summary of primary duties in

It facilitates employment, recruitment, selection,

placement, orientation, supervision and evaluation


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of employee that is it:1. Assist in interpretation to the authorities of the type of

person needed for the job.

2. Provides a basis for orientation for the individual

employed and for other personal so that all are familiar

with what is expected of each one.

3. Provides basis for supervision of evaluation

JOB SPECIFICATION

It i th fi l d t f j b l i


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It is the final product of job analysis.

It can be defined as a list of various qualities

which the person doing the job should possess.

It is prepared by analyzing the job description.

Well laid-out job specification will enable the

management to identify the right man needed to

do the required job efficiently.

JOB DESCRIPTION SHOULD BE DEVELOPED

ON THE FOLLOWING BASIS:


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a. Based on the needs of the service.

b. Based on the facilities of resources & personnel

available;

c. Based on the organizational structure.

d. Should be specific

e. Should arrange duties in a logical order, stating

them separately, concisely and using verbs to

describe the action

JOB SPECIFICATION


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Job specifications includes the

Requirements of the job,

Major duties and responsibilities and the

organizational relationship of a given position,

The title of the job indicates the major

responsibilities and sets that job apart from

others.

A PATTERN OR JOB DESCRIPTION FOR

NURSING TUTOR


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TITLE : NURSING TUTOR

EDUCATIONAL QUALIFICATIONS:

General- as prescribed for staff nurse.

Professional- B.Sc. or M.Sc Nursing

RegistrationRegistered with state nursing

council ExperienceMinimum 5 years.

Standard norms According to Indian Nursing


Job summary:


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Job summary:

She is teacher in nursing school, Responsible to

the vice principal and Responsible for planning

and implementation of teaching programme and

Assists in administrating of school of nursing.


A. Academic function:


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f

Responsible for planning and implementation of

teaching programme.

Teaching subjects in the curriculum.

Overall supervision of clinical teaching programme

of subjects in hospital/ community health setting.


M i t i l i t li d


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Maintain classroom equipments, supplies and

teaching aids.

Conduct test for (theory and practical) and

evaluation of students assignment and

performance.

Preparing teaching materials and implementing

it under the guidance of the other teachers.

Helping the students with extracurricular

HUMAN RESOURCE MANAGEMENTb)Administration and evaluative functions


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Assisting in the administration of the school ofnursing.

Supervision of student health, welfare and

security.

Assisting the selections of students and

administration.

Assisting in examination tests.

Supervision of student in hostel.


b)Administration and evaluative functions


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Assisting in procurement of school supplies orequipments.

Assisting in the library work.

Assisting in the maintaining school records.

Planning, implementation evaluation of

specification courses.

Shall carry out any other duties assigned by the

rinci al or head of the de artment in the interest of

JOB ANALYSIS


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a. Definition:The generally accepted definition is a scientific

study and statement of all the facts about a jobwhich reveals its content and the modifying

factors which surround it.

b. Purposes:1. It is necessary to receive a suitable number of


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desirable and qualified individuals to perform thework.

2. It is equally important as a basis for selection,

rating, transfer and promotion.

3. It plays a role in determination of rates of pay,

work methods, improvement etc.

4. For the setting up of personnel specification.

C. THE FACTORS WHICH ARERESPONSIBLE FOR JOB ANALYSIS

ARE:


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1. Mental requirements

2. Physical requirements

3. Skill requirements

4. Responsibilities

5. Working conditions

ARE:


f


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If a job analysis is to be a success, it cannot be a

superficial procedure.

It requires detailed examination of jobs, and this

work should be done and supervised by persons

with training and experience in this field.

The two preliminary steps in a programme of job

analysis are the preparation of


1) Job descriptions and of


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1) Job descriptions and of

(2) Job specifications.

The former is a written summary of the most

important features of a job, and it is usual to

compile this by making a factual record of the way

in which each employee spends his or her working

day.

A JOB DESCRIPTION FORM FOR ANINDIVIDUAL MUST REQUIRE

INFORMATION REGARDING


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R A R GAR G

Title of the job

Place of the job

General description of duties

Lists of records and reports to be completed

List of equipment and supplies used.



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Proportion of time spent in standing, sitting,walking etc.

Supervision given and received Working

conditions

Employees opinion of difficulties attached to work

NURSING


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ADMINISTRATIONHuman Resource Health

Categories Of Nursing

Personnel Including Job

Description Of All Levels

JOB DESCRIPTIONS OF TEACHING AND

NON TEACHING PERSONNEL:

Introduction:


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Introduction:

The international council of nurses observes with great

concern the trend in many countries to erode functions

and to undermine the quality of nursing.

International council of nurses believes that the

nursing profession must define the nursing service

role, nursing education and nursing service to be

planned and directed by qualified nurses.

JOB DESCRIPTIONS OF TEACHING AND

NON TEACHING PERSONNEL

I t ti l il f it b


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International council of nurses urges its member

associations to promote these positions in order to

protect standards of nursing care given to the

patients.

Professional education and experience required

for various posts in nursing profession, approved

by the Indian nursing council in its meeting held on

27th March 1985.

JOB DESCRIPTION OF TEACHING PERSONNEL:

PRINCIPAL COLLEGE OF NSG


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Responsible for formation of educational

objectives and administrative policies.

Principal is administratively responsible to the

secretary of the institution.

Responsible for maintaining a satisfactory

organization of staff activities.

Directs the entire educational programme offered

by the college and the management of hostel

tt h d t th ll


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attached to the college.

Determines the staff required and initiates the

procedure for obtaining the staff.

Works with appropriate officers of the university

and affiliating institutions and the nursing council in

regard to all maters relating to them.

Conducts regular faculty meetings and

departmental meetings.


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Maintains close working relationship with nursingsuperintendents of the hospital and the officers in

charge of the health centers.

Provides opportunity for continuing education for

the staff through in service education, attending

conference, workshops and refresher courses.

Checks the staff for that the facilities and

equipment are obtained as needed for satisfactory

f


194/282

performance.

Directs and assists the faculty in formulation and

implementation of curricula.

Responsible for planning and coordinating

schedules for classes and clinical practice.

Directs and assists the faculty in evaluating the

educational programme.

Initiates the administrative procedure for

admission of students and participates in their

l ti


195/282

selection.

Makes arrangements for the financial assistance

available for nursing students.

Check that provision is made for the social,

physical and emotional welfare of the students.

Has overall responsibility for the management of

the hostel through the wardens

Responsible for the required records of the

students are satisfactorily maintained by teachers

and that transcripts are s pplied as req ested


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and that transcripts are supplied as requested.

Keeps the required record of the staff and submits

it to the controlling authority.

Prepares the annual administration report and

submits it to the controlling authority or officers.

Maintains proper communication with the

controlling authority.

Responsible for the preparation of college calendar

and prospectus for the various courses.


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Prepares annual budget.

Has over all responsibility of all financial

transactions and maintaining of financial records.

Responsible for the ordering and purchasing of

items needed and the maintaining of registers.

VICE PRINCIPAL OF COLLEGE OF

NURSING


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Essential qualification is masters degree inspecialized field of nursing.

Desirable independent published work of standard

or doctorate degree, salary, should be as per

U.G.C. scales or as per teachers of medical

colleges.

FUNCTION:

Directly responsible to the principal of the college


199/282

and works as head of Department.

Assist the principal for formulation of educational

objectives and administrative policies.

Maintains a close working relationship with nursing

superintendents and other staff of hospitals.

Assist principal in planning for the staff welfare

programme e.g. In-service Education.

Responsible for planning and coordinating schedules

for classes.

Directs and helps the faculty in evaluating the


200/282

Directs and helps the faculty in evaluating the

educational programme.

Assist the principal in initiating the administrative

procedures for admission of students.

Assist the principal in the participation of college

calendar and prospectus for various courses.

Assist the principal in preparing the annual

administration report.


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Job description of Lecturer College of Nursing

Responsible to the principal of college of nursing.


202/282

Responsible to the principal of college of nursing.

Striven for the academic intellectual development

of the students.

Keeps in touch with changes and development in

his/her subjects by referring to books and

attending in service training programmes.

Job description of Lecturer College of Nursing

Assists the principal and professor in carrying out


203/282

Assists the principal and professor in carrying out

their official responsibilities.

Acts as liaison between students and the

principal of the college.

Makes use of available material, teaching aids to

facilitate learning.

Conducts seminar, presentations, debates etc. to

increase the studentsknowledge.

Evaluates the examination paper/assignment,

making sure the students understand their weak

points


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points.

Ensures that discipline is maintained in the

classroom.

Make sure that syllabus of students is covered

before exams.

Maintains non partial atmosphere with the staff and

students.

Plans the activities of the college and encourages

and guides the student to participate in them.


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Participates and heads various committees of thecollege e.g.: magazine, entertainment, curriculum,

sports and library.

Guide and counsel the students when the need

arises.

Help the students in academic matters.

CLINICAL INSTRUCTOR, COLLEGE OFNURSING

I. AS A TEACHER:


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Directly responsible to the principal college of

nursing.

Acts as a liaison between students and principal of

the college.

Assists the principal, professors and lecturer incarrying out their official responsibilities.

Carries out all instructions given by the higher

Teach students and clarify their doubts.

Gives proper assignment and makes necessary

corrections


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corrections.

Directs the students to different aspect of study

materials.

Gives frequent test papers and makes them

understand their weak points.

Checks that all necessary things are ready for the

students at the time of their admission and starting

f h t

Conducts seminars, group discussion,

presentations, debates etc., for upgrading the

students knowledge


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student sknowledge.

Attends regular staff meetings.

Carries out examination duties and other

modalities of examination.

Responsible for maintaining attendance register

and other records of the studentsup to date.

Ensures that students maintain proper discipline in

II AS A SUPERVISOR: Makes rotation plan and posts the students to

various clinical areas


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various clinical areas.

Supervises the students in clinical area i.e.

community and hospital.

Acts as a liaison between students, college and

higher authorities of hospital and community.

Gives frequent assignments, points out their

mistakes and correct it.

Demonstrates various nursing procedures and

have to take care of different categories of

patients


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patients.

Conducts, bedside clinics, clinical presentations,

ward teaching, nursing rounds etc., for the

students.

III AS A GUIDE AND COUNSELLOR

Guide the students in all activities of the college.

Encourages and guides them to participate in SNA

Works as a guide in various committees of the

college like magazine committee, entertainment

committees curriculum committee sports


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committees, curriculum committee, sports

committee, library committee etc.

Guide and counsel the students in condition of their

crisis.

Guide the students in various extra curricular

activities.

Guide the students in conducting community

S i t

IV AS AN INCHARGE OF DIFFERENTLABORATORIES

Takes the charge of different laboratories of college


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like nursing arts laboratory, microbiology,

biochemistry, community etc.

Responsible for equal physical verification of

inventories.

Issues articles to the students in time of practical.

Ensures to the cleanliness and maintenance of

laboratory and its premises.

CATEGORIES OF HOSPITAL


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NURSING PERSONNEL

INCLUDING JOB

DESCRIPTION OF ALL

LEVELS

STAFFING HOSPITAL NURSINGSERVICES IN DIFFERENT UNIT

INTRODUCTION


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Nursing profession is considered a caring profession

to begin with, it was an art and a vocation.

Now it is considered a scientific profession nursingcare is defined as

the care of the patient with regard to nursing needs,

with he ever increasing dimension of medical sciences

quantitatively and qualitatively nursing care is becoming

more and more complex with its management services.


Nursing Services:-


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Nursing service is the part of the total health

organization which aims at satisfying the nursing

needs of the patients/community.

In nursing services, the nurse works with the

members of allied disciples such as dietetics,

medical social service, pharmacy etc. in supplying a

comprehensive program of patient care in the


Defin i t ion o f Nurs ing Services:-


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Defin i t ion o f Nurs ing Services:-

WHO expert committee on nursing defines

The nursing services as the part of the total health

organization which aims to satisfy major objective of

the nursing services is to provide prevention of

disease and promotion of health.

ORGANISATION OF NURSINGSERVICES

CHIEF NURSING OFFICER


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pleasant surroundings.2. Qualitative/comprehensive care to the patient.

3. Care based on the patients needs.

4. Accurate assessment of illness.5. Adequate material resources at all times.

6. Health education to the patient and attendants.

7. Managerial skills as and when required.8. Privacy at all levels.

OBJECTIVE OF NURSING INWARD

EFFECTIVE NURSING:-


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EFFECTIVE NURSING:

An effective nursing is always based on nursing

process which is an organized and systematic

approach to nursing care, that prioritizes patient

assessment and management.

Entire nursing process consists of four phases

FACTORS TO BE CONSIDEREDIN PLANNING HOSPITAL

NURSING SERVICES


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1. Number and type of patient.

2. Number of beds and type of ward.

3. The services required.

4. Procedures/techniques necessary for care.

5. Number and type of personal needed to perform

care effectively.

6. Physical facilities.7. Provisional of equipment and supplies.

S.I.U NORMS


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1 Nursing sister for 3:6 staff nurses.

1 ANS for 4:5 nursing sisters.

1 DNS for 7:5 ANS.

1 Nursing supdt for 250-500 beds.

1 CNO for 500 or more beds.

FACED BY THE NURSING

ADMINISTRATOR


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Lack of adequate training. Problem of personnel management.

Inadequate number of nursing staff.

Shortage of trained manpower.

Lack of motivation.

No involvement in planning.

FACED BY THE NURSING

ADMINISTRATOR


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No career mobility. Poor role model.

Non-nursing activities.

No research scope.

No proper authority.

Professional risk/hazards.

No autonomy in nursing activities.

CONSTRAINS AND BARRIERSIN NURSING SERVICES

ADMINISTRATION


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Planning of nursing manpower.

Management and development.

Staff development.

Development/awards.

Nursing legislation.

Trained nurse managers.

CONSTRAINS AND BARRIERSIN NURSING SERVICES

ADMINISTRATION


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Diversification in nursing profession.

Leadership inadequacy.

Lack of strength, weakness, opportunity and threat.

Lack of awareness to meet social, economic and

technical changes in the society and consumer

protection act.

Lack of communication.

DAY TO DAY PROBLEM INNURSING SERVICES


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Shortage of nurses.

Lack of motivation.

Negative attitude.

Lack of training.

Lack of team approach.


227/282

NURSING SERVICEADMINISTRATION IN THE NEXT

MILLENIUM:-


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Accountability.

Autonomy of professional activities.

Independent nursing practices.

Renewal of licenses based on education and

examination.

NURSING SERVICEADMINISTRATION IN THE NEXT

MILLENIUM:-


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Specialty nursing

Nursing care audit.

Qualitative nursing care.

Separate nursing budget.

Diploma in nursing management.

Nursing research.

OFFICER) SHE/HE WILL OR WILL BE


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Responsible for efficient running of nursing services

of the main hospital and various centers.

Assist the director in formulating broad policies

concerning nursing services.

Disseminate the aim, objectives and policies

regarding patient care to all cadres of nursing

services.

OFFICER)SHE/HE WILL OR WILL BE


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Plan future requirements of nurses and carry out

recruitment of nurses from time to time.

Plan and disseminate programmes for continuingeducation re-orientation programmes for nurses.

Closely interact with other hospitals regarding

improvement of patient care.

OFFICER)SHE/HE WILL OR WILL BE


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Encourage research by nurses in their work areas.

Guide and counsel the sub-ordinate nursing staff.

Keep herself abreast of latest happenings in nursingcare by attending national / international

conferences.

Strive to implement standard nursing practices and

maintain highest quality of care.

N ( HIEF NUR INOFFICER)SHE/HE WILL OR WILL BE


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Strive to implement standard nursing practices and

maintain highest quality of care.

Critically analyze the budgets for nursing servicesfrom main hospit

1. human resource in health

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