STAFF DEVELOPMENT PROGRAMME IN NURSING

1. STAFF DEVELOPMENT PROGRAMME BY NIDHEESHA ,1ST YEAR MSC NURSING

2. DEFINITION A process consisting of orientation inservice education and continuing education for the people of promoting the development of personal with in any employment setting ,consistent with the goals and responsibilities of the employment ANA

3. NEED FOR STAFF DEVELOPMENT Social change and scientific advancement Advancement in the field of science continually acquire and implement the knowledge skill and attitude long term carrier growth To add or improve skills To fill the gap in the past performance keep up with change

4. Fast changing technologies Need to increase productivity and quality of the work To motivate employees and to promote employee loyality Fast growing organizations

5. GOALS Assist each employee to improve performance in his/her position Acquire personal and professional abilities that maximize the possibility of carrier advancement

6. OBJECTIVES To increase employee productivity To ensure safe and effective patient care by nurses To ensure satisfactory job performance by personal To orient the personal to care objectives job duties personal policies and agency regulations

7. CONT… To help employees cope with new practice rule Help nurses to close the gap between present abilities and scientific basis for nursing practice that is broadening through research

8. FUNCTIONS OF STAFF DEVELOPMENT Provide educational activities for all nurses growth and development of personnel from their initial contact with a health care agency until termination of service.

12. ADULT LEARNING Andragogyis a theory that holds a set of assumptions about how adults learn

13. ADULT LEARNING PRINCIPLES Adults are heterogeneous as learners Adults have multiple responsibilities Adults have numerous life and work backgrounds

14. CONT… Adults may be less flexible as learners Adults may have negative past learning experiences Adults are voluntary learners

15. CONT.. Adults are problem –centered learners Adults are knowledgeable learners Most adults are self directed in their learning Adults of different ages need varying degrees of support in learning

16. Knowles' Adult Learning Principles: Adults are internally motivated and self-directed 2. Adults bring life experiences and knowledge to learning experiences 3. Adults are goal oriented

17. 4. Adults are relevancy oriented 5. Adults are practical 6. Adult learners like to be respected

19. TYPES OF STAFF DEVELOPMENT Induction training Job orientation In service education Training for special function Continuing education

20. INDUCTION TRAINING NEED Increased retention of newly hire employees Improved employee morale Increased productivity

21. Steps Introduction to other employees, superior and other subordinates. Description of organisational functions Departmental visit Orientation to philosophy ,goals, and objectives Administration policies and procedures

22. JOB ORIENTATION The process of creating to the new work situation ..

23. Components A new employee to his or her job setting Present employee to the expanded or enriched role The old employee to the policy changes

24. IMPORTANCE OF ORIENTATION PROGRAMME Provides essential ,relevant and necessary information Helps employee to gain confidence Lessen the time for employee Helps the new employee to develops sense of belonging Helps new employee in solving initial problem and adjust the new situation /environment Acquaints her with personal services readily with in the institution /community.

25. INSERVICE EDUCATION Inservice education is aplanned 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

26. Need Social changes and scientific advancements Changes and advancements in the field of service Increased demand of nursing service Consumer demand and quality care

27. Rapid change in medical and nursing practice create a need for inserviceeducation Increase number of people seeking health care As health care delivery system become more complex ,the need for continuing education is mandatory

28. Objectives To provide for and promote personal growth and development of the workers To gain job satisfaction Identifying and meeting current bearing needs To disseminate new information To acquire upto date knowledge and to make confidence among nurses

29. Steps in inservice education Assessment Implementation Evaluation

30. TRAINING FOR SPECIFIC FUNCTION This is concerned with developing expert technical or manual skills, communication and helps the personnel to perform their function effectively

31. CONTINUING EDUCATION:- “Continuing education is all the learning activities that occurs after an individual has completed his basic education ’’ Cooper

32. “Let us never consider ourselves as finished nurses….. We must be learning all our lives” - Florence Nightingale

33. NEED FOR CONTINIUING EDUCATION To ensure safe and effective nursing care To meet the needs of population and should cater to the needs of service For carrier advancement To acquire specialized skills changing function of the nurse an increasing trend towards specialization

34. society changes and as new knowledge and technologies emerge. Increasing public concern for the health and welfare of all the people Legislation had a great impact on the education of health personnel

35. FUNCTIONS To meet the health needs and public expectations To develop the practicing abilities of the nurse Recruitment function Recognize gaps in their knowledge

36. To test ability to do final academic study To improve communication between participants ,faculty,community and health sector To test participants ability to do formal academic study To shape or support university educational policies and practices

37. To ensure the quality of education To grant budget for extension studies To maintain academic standards To meet educational requirements

38. CLASSIFICATION OF CNE Formal CNE Nonformal CNE

39. PLANNING OF CONTINUING NURSING EDUCATION Developing concept of CNE 2. Identification of the target group Development of Objectives Determination of Need 5. Development of plan

40. 6. Selection of CNE Method 7. CNE Budgeting 8. Implementation of CNE 9. Evaluation

41. FUNCTIONS OF NURSE EDUCATORS IN RESEARCH Assist in initiating and participating in studies for the improvement of educational programmes. Identifies problems in which research is indicated or potentially desirable. Continuous to develop competence in problem solving process Co- operate or initiates group activity in development and evolution of studies. Utilize findings of research.

42. STRATEGIES FOR SCHOLARS AND EDUCATORS Incorporate research findings in the curriculum. Encourage research and research utilization Prepare integrate reviews Place demands on researcher

43. PURPOSES OF RESEARCH IN CONTINUING EDUCATION It helps in improve the future quality of life by resolving the current problems that influences the quality of nursing care. Research helps in the formation of discipline in nursing practice and professionalism Helps to discover answers to meaningful questions Helps to discover new facts about known phenomenon.

44. Find answers to problems which are only partially solved by existing methods and information Improve existing techniques and develops new instruments or products Discover previously unrecognized substances or practice To promote the improvement of research and evaluation in adult education To foster professional collaboration among persons who promote research, conduct research or utilize research findings in the field of adult education.

45. The development and understanding of the concept of lifelong learning The new paradigms of learning have to be supported by series of research The new paradigms and practices of lifelong learning have to be supported and completed by a series of surveys, analyses and research which feeds innovation in the field of lifelong learning.

46. NEED FOR RESEARCH IN CONTINUING NURSING EDUCATION generally, Build a body of nursing knowledge Validate improvements in nursing; Make health care efficient as well as cost effective.

47. Specifically, To mould the attitudes and intellectual components :- Filling the gaps in the knowledge and practice :- Fostering a commitment, accountability to clientele :- Providing basis for professionalism :-

48. Identifying the role of nurse in changing society :- . Discovering new measures for practice :- Helps to improve the standards of education: Refining the existing theories and discovering new theories :

49. METHODS OF STUDIES IN CONTINUING EDUCATION THE QUANTITATIVE OF STATISTICAL METHOD THE DESCRIPTIVE METHOD

51. Interpretation of social, political, economic and historical data:-

52. Determination of a standard for comparison

53. Interpretation and conclusionTHE METHOD OF SYNTHESIS

54. ADVANTAGES OF RESEARCH IN CONTINUING EDUCATION Significance in education Helps in modern method of instruction. Helps to form an discipline for modern education Helps in administration and organization of modern education Helps to improve the teachers role in education, Researches helps in the formation of new curriculum

55. ROLE OF STATE NURSING COUNCIL 1. Assessing Need for CNE 2. Preparing Curricula for Planned CNE 3. Organizing CNE 4. Evaluate standard and Quality Assurance it nursing practice 5. Making CNE Mandatory Before Renewing Licenses 6. Play Role of Liaison with Government for CNE 7. Arranging Funds for CNE

56. Standards of staff development programme [ ANA] STANDARD 1-organization and administration STANDARD 2 – Human resources STANDARD 3 learner STANDARD 4 programme planning STANDARD5 educational design

57. STANDARD 6 material resources and facilities STANDARD 7 records and reports STANDARD 8 evaluation STANDARD 9 consultation STANDARD 10 climate STANDARD11 systematic enquiring

58. Potential difficulties in staff development and training activities Lack of time Inadequate resources Under funded training budget Conflicting priorities Lack of clarity about what should be done

59. Failure to identify or accept need Fear that trained employee will leave the organization cynical attitude to staff development it is treated as a cost not an investment

60. BIBLIOGRAPHY Neeraja K P(2007)textbook of nursing education,newdelhi,jaypeepublishers,pp 383-397 Abruzzese,nursing staff development, strategies for success ,second edition ,mosby Alspach ,The educational process in nursing staff development, first edition (1995)mosby ,3-165 Ann jasmazwemer ,professional adjustments and practice of nursing education ,second edition ,chapman and hall ,pp 459-465

61. Aggarwal J.(2005) Recent Developments and trends in Education, Shipra publications, Delhi, pp38-43 Mohanty J(1991) Indian Education in the Emerging Society, Sterling publishers Private LTD. New Delhi, pp37,53, 107, 111 Basavanthappa B. (2003) Nursing Education, Jaypee Brothers Medical publishers, New Delhi, pp61-68 National Staff Development Council. ( Standards for staff development . Available: http://www.nsdc.org/standards/index.cfm

62. Thank you