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 Human Resource Management
Staff Development & Welfare
Bahirdar University
College of Medicine and Health Sciences
Gebre Yitayih/PhD,Asst.prof/
gebyit45@yahoo.com
+251996306348

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OBJECTIVE
The overall objective is to explain in detail about the
need of staff development and the welfare activities that will
influencing an organizational growth and its importance for an
accomplishment of the goal.

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LEARNING OUTCOME
At the end of this module the students will be able to
 Define staff development programme
 List out the objectives of Staff Development Programme
 List down the purposes of Staff Development Programme
 Point out the components of Staff Development Programme
 Enlist the types of Staff Development Programme
 Describe the staff Development Activities
 Discuss about the Induction
 Explain about the Job Orientation
 Enumerate about the Continuing Education
 Explain about the Inservice Education
 Describe the Model for staff Development Programme

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LIST OF TOPICS
 Introduction
 Definition of staff development programme
 Objectives of Staff Development Programme
 Purposes of Staff Development Programme
 Components of Staff Development Programme
 Types of Staff Development Programme
 Staff Development Activities
 Induction
 Job Orientation
 Continuing Education
 Inservice Education
 Model for staff Development Programme
 Summary
 References

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INTRODUCTION
Over the last few decades, nursing has emerged as
profession with curricula that emphasize nursing as a discipline
distinguished form others. New nursing career paths and roles
have emerged an evolved. These new career paths and roles place
emphasis on professional achievements, which are inclusive of,
but not limited to, educational achievements. According to
International Council of Nurses, professional career development
for nurses is directly linked to the maintenance of high-quality
car delivery.

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DEFINITION OF STAFF DEVELOPMENT
PROGRAMME
"A staff development programme is a planned process of
development which enhances the quality of pupil learning by
identifying, clarifying and meeting the individual needs of the
staff within the context of the institution as a whole.“
- Hewton, W. (1988)

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OBJECTIVES OF STAFF
DEVELOPMENT PROGRAMME
• To establish competence,
• To met new learning needs,
• To satisfy interests the staff may have in learning in
specific areas

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PURPOSES OF STAFF DEVELOPMENT
PROGRAMME
 Reflect on your own experience of learning;
 Gain insights and understanding;
 Develop ideas and concepts
 Examine attitudes, values and beliefs
 Review previous targets
 Assess outcomes and results
 Identify successes and achievements
 Confront difficulties and challenge

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PURPOSES OF STAFF DEVELOPMENT
PROGRAMME Cont….
 Recognize areas for further development
 Find new inspiration in their existing practice
 Recognize other staff development opportune
 Make plans for change
 Appreciate their continued professional development
 Improve their career prospects
 Meet their immediate and longer-term ne
 Become more motivated
 Work more effectively

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COMPONENTS OF STAFF
DEVELOPMENT PROGRAMME
Socio
Economic
Experience
Education

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SOCIO ECONOMIC
• Recruitment
• Selection
• Placement
Manpower
planning
• Performance evaluation
• Career planning
• Promotion
Counselling
• Personal policies & practices
• Health services
• Labour relations
Employee-
employer
relations

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EDUCATION
Continuing
education
Orientation
In-service
education
Extramural
education
Post basic
education

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EXPERIENCE
NURSING SERVICES
• Direct patient
• Indirect patient care
REAL LIFE
• Colleague interaction
• Voluntary activities related to health care
• Professional association participants
• Personal life.

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TYPES OF STAFF DEVELOPMENT
PROGRAMME
STAFF
DEVELEOPMENT
PROGRAM
Formal
Informal
Group
Individual training & education

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STAFF DEVELOPMENT ACTIVITIES
INCLUDES…..
Induction
training
Job
orientation
In-service
education
Continuing
education

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INDUCTION TRAINING
Induction training is a brief, standardized indoctrination
to an agency’s philosophy, purpose, policies and regulations
given to each worker during first two or three days of
employment in order to ensure his or her identification with
agency’s philosophy, goals and norms.

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JOB ORIENTATION
Job orientation is an individualized training programme
intended to acquaint a newly hired employee with job
responsibilities work place, clients and co- workers.

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INSERVICE EDUCATION
In-service education refers to an ongoing- on- job instruction
that is given to enhance, the worker’s performance in their present job.
In-service education is a planned educational experience provided in
the job setting and closely identified with service in order to help the
person to perform more effectively as person and as a worker.
Professional conferences, refresher courses and workshops are also
forms of in service education. These opportunities are sponsored either
by professional nursing organization on a local, state or national level,
or by national and international organizations such as the TNAI,
C.M.A.I. WHO or UNICEF.

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CONTINUING EDUCATION
Continuing education is a” any extension of opportunities for
reading, study and training to any person and adult following their
completion of or withdrawal from full time school and or college
programmes”.
Employer- sponsored education
 Induction training: 2-3 days, agency focused
 Job orientation: 2-24 weeks, job focused
 In-service education: 2-8 hrs, topic or skill focused
 Continuing education: 1-5 days, concentrated or scattered, employee
focused, academic course or program, employee focused

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A MODEL FOR STAFF DEVELOPMENT
PROGRAMME
Identify and analyze
problem and needs
Determine congruence
with organizational
goals
Evaluate / revise and identify
problems
Analyze cost/
benefit
Implement learning experience
Plan learning experience:
• Determine objectives
• Select methodology
• Determine measures for evaluation
• Determine reward/ reinforcement mechanisms
• logistics

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CONCLUSION
A health agency’s most valuable resources is a
professional staff. The ability of nursing employees can be
enhanced and agency effectiveness increased by implementing
well- planned staff de elopement program. Such occupational
upgrading generates employee good will and provides the agency
with a future of informed and capable applicants for managerial
positions.

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References
 L.M. Prasad . Principles and Practices of Management; New
Delhi , Educational Publishers, 2002/
 James A. F. Stoner. Management, Mc.Graw Hill Publishing
company, 2008.
 Gupta HK. Nursing Management. Indian National Science
Academy, Orient Black swan Publishers, 2003.
 Joshi SK. Quality Management in Hospital (1st Edn.). New
Delhi, Jaypee Brothers Publishers, 2009

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Suggested Readings
 Deepak. K,A Comprehensive Text Book on Nursing Management
(1STEdn.) , EMMESS Medical Publishers (P) Ltd. Bangalore,
2013.
 Neelamkumari,Text Book of Management of Nursing Services
and Education (3rd Edn.), PV Publishers, Jalandhar, 2011.
 Madhu Sharma, Nursing Services and Administration (1st
Edn.) PV Publishers, Jalandhar, 2013.
 Pradeep Bhardwaj. Oppurtunities in Hospital & Health care
Administration (1st Edn.). New Delhi, Jaypee Brothers Publishers,
2009

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External Resources
 Rebecca Samson, Leadership and Management in Nursing
Practice and Education (1st Edn.), Jaypee brothers Medical
Publishers, New Delhi, 2009.
 Elakkuvana B.R., Management of Nursing Service and
Education (2nd Edn.) , EMMESS Medical Publishers (P) Ltd.
Bangalore, 2012.
 Dave PK, Management of Medical and Nursing Services (1st
Edn.), Jaypee brothers Medical Publishers, New Delhi,
2009.

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