STAFF DEVELOPMENT

Nursing Administration

.
 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.

• 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 In-service
training
Job orientation education

Continuing Training for special

education function
 INDUCTION TRAINING
It is a brief, standardised indoctrination to an
agency’s philosophy, purpose, policies and
regulations given to each worker during her or
his first 2 or 3 days of employment in order to
ensure his or her identification with agency’s
philosophy, goals and norms.

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NEED OF INDUCTION TRAINING
• Increased retention of newly hire employees
• Improved employee morale
• Increased productivity.
STEPS IN INDUCTION
1. Tour of facilities
2. Introduction to the other employees,
superiors and subordinates.
3. Description of organizational
functions.
4. Departmental visit
5. Orientation to philosophy goals and
objectives
6. Administration policies and
procedures
 FORMS OF INDUCTION
Internship- works as an exchange of services for experience between the students
and his or her employer
Preceptorship - a short term relationship between a student as novice and an
experienced staff person professional who provides individual attention to the
student’s learning needs and feedback regarding performance
 student experience relative independence in making decisions, setting priorities,
management of time, and care activities.
Mentorship - programs offered to support in program completion, confidence
building and transitioning to further education or the workforce.
 CONTENT OF AN
ORIENTATION PROGRAMME
JOB ORIENTATION
The process of creating The origination and its environment
awareness with an individual Policies, rules and regulation
of his/her roles, Personnel
responsibilities and Services
relationships in the new work Functions to be undertaken
situation.

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 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.
• In-service training is a process of staff development for the
purpose of improving the performance of an incumbent holding a
position with assign job responsibilities

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TYPES OF IN-SERVICE EDUCATION

Centralized in- Decentralized in-

service education service education

Combined in-
service education
• Establishment of criteria, pre test to the participants, post test following completion of the training or Evaluatio
program. n
• Observation on transfer of learning to the job, follow up studies for assessment of extent of retention
of learning.
Implementat
ion
• Climatic check, actual conduction of training with ongoing monitoring
Assessme
nt
STEPS IN IN-SERVICE EDUCATION
• Pinpoint needs, prioritize needs, set training objectives, and develop criteria
 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)

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PURPOSE CONTINUING EDUCATION
Enable a worker to move from satisfactory to
excellent performance
Provides exposure to new concepts,
procedural refinements, innovative product
applications, or acquisition of increased
expertise

Ensure professional development

Increase ability in order to solve the problem
in a clinical teaching/ administrative area.
Improve the ability to communicate or
participate in research work.
 TRAINING FOR SPECIFIC
FUNCTION
This is concerned with developing expert technical or manual
skills, communication and helps the personnel to perform
their functions effectively. 

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 TRAINING FOR SPECIFIC FUNCTION:
Psychomotor skill

OBJECTIVES
Cognitive skill TYPES OF SKILLS
 To help the nursing personnel to
Teaching skills
perform correct methods and
Affective skill
procedures with understanding.
 Establishing standardsskill
Communication and
quality of nursing services.
Supervisory skills
 Procedure to skill nurses to
skilled nurses.
GUIDELINES FOR SKILL TRAINING
1. Set the stage, using equipment similar to that provided for the worker in
the work situation.
2. Create in worker a learning attitude

3. Give reasons why the procedure is carried out in this way in this agency
4. Break the activities in to logical steps, necessary to carry out the
procedure. Demonstrate step by step.
5. Make certain that 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 IN-SERVICE CONTINUING TRAINING FOR
ORIENTATION EDUCATION EDUCATION SPECIFIC
FUNCTION
Physical tour
Orientation Orientation Lecture Demonstration
of the facilities
Seminar Skill training Demonstration Discussion
Group
Continuing
Discussion Seminar Role-play
discussion education
Hand out or
Leadership Debate method
Seminar book and
training
Handbook pamphlet Journal club
and pamphlet
Book review
Correspondence
course
Formal course
Clinical
PLANNING

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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

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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

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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)

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• Educational offering and learning experience are designed EDUCATIONAL DESIGN
through the use of educational process and incorporate adult STANDARD V-
education and learning principles
• Provides the unit systematically, plans and evaluate the overall PROGRAM PLANNING
nursing staff development program in response to health care STANDARD IV-
needs.
• Nursing staff development educators assist nursing personnel in identifying STANDARD III- LEARNER
their learning needs and planning learning activities to meet those needs.
• Qualified administrative, educational and support personnel are RESOURCES
provided to meet the learning and developmental needs by STANDARD II- HUMAN
nursing services personnel.
ADMINISTRATION
• The nursing service department and the nursing staff
PROGRAM (ANA)
development unit philosophy, purpose and goals address the staff
ORGANIZATION &
STANDARDS OF STAFF DEVELOPMENT
development needs of nursing personnel.
STANDARD I-
• Nursing staff development educators encourage SYSTEMATIC ENQUIRING
systematic inquiry and applications of the results into STANDARD XI-
nursing practice
• Nursing staff development educators foster a climate which STANDARD X- CLIMATE
promotes open communication, learning and professional
growth.
• Nursing staff development educators use the consultation CONSULTATION
process to facilitate and enhance achievement of individual, STANDARD IX-
departmental and organizational goals
EVALUATION
• Evaluation is an integral ongoing and systematic process,
which includes measuring the impact on the learning
STANDARD VIII-
& REPORTS
• The nursing staff development unit establishes and
maintains a record keeping and report system
STANDARD VII- RECORDS
• Material sources and facilities are adequate to achieve the goals RESOURCES & FACILITIES
and implement the functions of the overall nursing staff STANDARD VI- MATERIAL
development unit.
Thank you for
listening 
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