STAFF DEVELOPMENT

John Christian V. Villanueva, RN

CONTENTS

• STAFF DEVELOPMENT– Types– Methods– Implementation– Organizing– Planning

• PRINCIPLES AND STRATEGIES OF EFFECTIVE STAFF DEVELOPMENT

• CONCEPT OF STAFF DEVELOPMENT

INTRODUCTION

• Staff development refers to the processes, programs and activities through which every organization develops, enhances and improves the skills, competencies and overall performance of its employees and workers.

INTRODUCTION

• 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)

• Personal and Professional Development (CPPD) is the new name for the Staff Development.

TYPES OF STAFF DEVELOPMENT

Induction training

In-service education

Training for special function

Job orientation

Continuing education

INDUCTION TRAINING

NEED OF INDUCTION TRAINING

• Increased retention of newly hire employees• Improved employee morale• Increased productivity.

STEPS IN INDUCTION

1. Tour of facilities2. Introduction to the other employees,

superiors and subordinates. 3. Description of organizational functions. 4. Departmental visit 5. Orientation to philosophy goals and

objectives 6. Administration policies and procedures

FORMS OF INDUCTION

• Internship• Preceptorship • Mentorship

JOB ORIENTATION

JOB ORIENTATION

• The process of creating awareness with an individual of his/her roles, responsibilities and relationships in the new work situation.

IN-SERVICE EDUCATION

IN-SERVICE EDUCATION

• In service education is a planned educational experience provided in the job setting and closely identified with services in order to help person perform more effectively as a person and as a worker.

TYPES OF IN-SERVICE EDUCATION

Centralized in-service education

Centralized in-service education

Decentralized in-service education

Decentralized in-service education

Combined in-service education

Combined in-service education

STEPS IN IN-SERVICE EDUCATION

• Assessment: Pinpoint needs, prioritize needs, set training objectives, and develop criteria

• Implementation: Climatic check, actual conduction of training with ongoing monitoring

STEPS IN IN-SERVICE EDUCATION

• Evaluation: Establishment of criteria, pre test to the participants, post test following completion of the training or program. Observation on transfer of learning to the job, follow up studies for assessment of extent of retention of learning.

CONTINUING EDUCATION

CONTINUING EDUCATION

• “Continuing education is all the learning activities that occur after an individual has completed his/her basic education.” (COOPER)

• “The education which builds on previous education.” (SHANON)

TRAINING FOR SPECIFIC FUNCTION

TRAINING FOR SPECIFIC FUNCTION

• This is concerned with developing expert technical or manual skills, communication and helps the personnel to perform their functions effectively.

TYPES OF SKILLS

• Psychomotor skill• Cognitive skill • Teaching skills • Affective skill • Communication skill • Supervisory skills

GUIDELINES FOR SKILL TRAINING

1.Set the stage, using equipment similar to that provided for the worker in the work situation.

2.Create in worker a learning attitude3.Give reasons why the procedure is carried out in

this way in this agency4.Break the activities in to logical steps, necessary

to carry out the procedure. Demonstrate step by step.

GUIDELINES FOR SKILL TRAINING

5.Make certain that the person has learnt by requiring a return demonstration

6. Provide written out lines for references. 7. Arrange for follow up

METHODS OF DELIVERING STAFF DEVELOPMENT PROGRAM

INDUCTION JOB ORIENTATION

IN-SERVICE EDUCATION

CONTINUING EDUCATION

TRAINING FOR SPECIFIC FUNCTION

Physical tour of the facilitiesGroup discussionSeminarHandbook and pamphlet

OrientationSeminarDiscussionHand out or book and pamphlet

OrientationSkill trainingContinuing educationLeadership training

LectureDemonstrationSeminarDebateJournal clubBook reviewCorrespondence courseFormal courseClinical research

DemonstrationDiscussionRole-play method

PLANNING

NEED 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 individuals long-term career growth. – To add or improve skills needed in the short term

NEED FOR STAFF DEVELOPMENT

– Being necessary to fill gap in the past performance– To change or correct long-held attitudes of employee– Need to increase the productivity and quality of the work.– To motivate employees and to promote employee loyalty– Fast growing organizations.

GOALS

• Assist each employee (nurse) to improve performance in his/her position.

• Assist each employee (nurse) to acquire personal and professional abilities that maximize the possibility of career advancement.

OBJECTIVES

• To increase employee productivity.• To ensure safe and effective patient care by

nurses.• To ensure satisfactory job performance by

personnel• To orient the personnel to care objectives,

job duties, personnel policies, and agency regulations.

OBJECTIVES

• To help employees cope with new practice role.

• To help nurses to close the gap between present abilities and the scientific basis for nursing practice that is broadening through research.

ORGANIZING

FUNCTION OF STAFF DEVELOPMENT

• Provide educational activities for all nurses employed by the health care agency directed towards change behavior related to role expectations.

• It concerned with growth and development of personnel from their initial contact with a healthcare agency until termination of service

Staff Development Program, Healthcare Organization Model

IMPLEMENTING

STEPS IN STAFF DEVELOPMENT

• Assess the educational needs of all staff members

• Set priority• Develop general objectives for the staff

development program• Determine the resources needed to reach the

desired objectives

STEPS IN STAFF DEVELOPMENT

• Develop a master calendar for an entire year• Develop and maintain staff development

record system• Establish files on major educational topics• Regularly evaluate the staff development

program

STANDARDS OF STAFF DEVELOPMENT PROGRAM (ANA)

STANDARD I- ORGANIZATION & ADMINISTRATION

• The nursing service department and the nursing staff development unit philosophy, purpose and goals address the staff development needs of nursing personnel.

STANDARD II- HUMAN RESOURCES

• Qualified administrative, educational and support personnel are provided to meet the learning and developmental needs by nursing services personnel.

STANDARD III- LEARNER

• Nursing staff development educators assist nursing personnel in identifying their learning needs and planning learning activities to meet those needs.

STANDARD IV- PROGRAM PLANNING

• Provides the unit systematically, plans and evaluate the overall nursing staff development program in response to health care needs.

STANDARD V- EDUCATIONAL DESIGN

• Educational offering and learning experience are designed through the use of educational process and incorporate adult education and learning principles.

STANDARD VI- MATERIAL RESOURCES & FACILITIES

• Material sources and facilities are adequate to achieve the goals and implement the functions of the overall nursing staff development unit.

STANDARD VII- RECORDS & REPORTS

• The nursing staff development unit establishes and maintains a record keeping and report system

STANDARD VIII- EVALUATION

• Evaluation is an integral ongoing and systematic process, which includes measuring the impact on the learning

STANDARD IX- CONSULTATION

• Nursing staff development educators use the consultation process to facilitate and enhance achievement of individual, departmental and organizational goals.

STANDARD X- CLIMATE

• Nursing staff development educators foster a climate which promotes open communication, learning and professional growth.

STANDARD XI- SYSTEMATIC ENQUIRING

• Nursing staff development educators encourage systematic inquiry and applications of the results into nursing practice.