STAFF DEVELOPMENT IN NURSING

STAFF DEVELOPMENT

MS. MARIANNE LAYLONurse Tutor-KFSHB

STAFF DEVELOPMENT

• the process directed towards the personal and professional growth of nurses and other personnel while they are in a health care agency.

• “ Staff development programme is a term that includes both formal and informal learning, opportunities to assist individuals to perform competently in the fulfillment of role expectations within an agency”.

HISTORICAL BACKGROUND• 1928 -Pfefferkorn discussed the issues related

to the improvement of nursing service.In 1979, the process of staff development: component of change a book of Tobin Yoder made a major contribution.

In 1976, the council of continuing education in nursing published a pamphlet titled guidelines for staff development guided by Dorothy Coye

OBJECTIVES • To improve productivity and to

assist the nurses to improve her performance.

• Assist each employee to acquire personal and professional abilities.

• To ensure safe and effective patient care by nurses.

• To ensure job satisfaction.• To help employee cope with new

practice.

FUNCTIONS OF A MANAGER1. Applies adult learning principles when helping the

employees learn new skills or information. 2.  Coaches employees readily regarding knowledge

and skill deficits.3. Actively seeks out teaching opportunities.4. Uses teaching techniques that empowers

staffs.5. Is sensitive to the learning deficit of staffs

and creatively minimizes these deficits.6. Frequently assess the learning needs of

the units.

KNOWLE’S 6 PRINCIPLES OF ADULT LEARNING1. Adult learners are Motivated and Self-Directed2. Adult learners bring life experiences and

knowledge3. Adult learners are goal-oriented4. Adult learners are Relevancy oriented5. Adult learners are practical6. Adult learners like to be respected

• Induction Training– is a brief, standardized indoctrination to an agency’s

philosophy, purposes, policies and regulation given to each worker

• Job Orientation– individualized training to acquaint a newly hired

employee• In-Service Education

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

TYPES OF STAFF DEVELOPMENT

TYPES OF STAFF DEVELOPMENT • Continuing Education

– all the learning activities that occur after an individual has completed his basic education.

• Training for Special Function– is concerned with developing expert technical

or manual skills, communication and helps the personnel to perform their functions effectively.

FORMS OF INDUCTION

• Internship– works as an exchange of services for

experience between the students and his or her employer.

FORMS OF INDUCTION• 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

FORMS OF INDUCTION• Mentorshipprograms offered to support in program completion, confidence building and transitioning to further education or the workforce.

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• 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.

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

TRAINING FOR SPECIFIC FUNCTION

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

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

Potential difficulties in staff development & training

activities Lack of timeInadequate resources at disposalUnder-funded training budgetsConflicting prioritiesLack of Clarity about what should be doneFailure to identify, or accept the need.Shortfall in training skill or experienceFear that trained employee will leave the organizationor will be poached by competitor. Cynical attitude to Staff development-Not directly measurable.

Treated as Cost not investment.