Professional Documents
Culture Documents
WELFARE
Personal and professional growth of nurses and
other personnel
essential for the upliftment of professional
updating the knowledge and practice of
professionals.
“Refers to all training and education provided to an
employee to improve the occupational and
personal knowledge, skills and attitude”
GOAL:
Population
Time
Cost
Analysis time
Objectivity
Methods of needs assessment
Questionnaire
Survey
Interview
Observation
Group meeting
Performance appraisals
Individual need assessment
TYPES OF STAFF DEVELOPMENT:
Induction training (first 2 / 3 days):
Is a brief standardized introduction to an agency’s
philosophy, purpose policies and regulations
Job orientation (2- 24weeks):
Is an individualized training programme -newly
hired employee with job responsibilities work
place, clients and co-workers.
In-service education(2- 8hours):
It is a planned educational experience provided in
the job setting
Continuing education:
Is a planned activity directed towards meeting the
learning needs of the nurse following basic
nursing education
Skill Training Programme:
required for job
Often it is the continuation of the orientation
programme.
new and older staff.
Coaching as a strategy
Philosophy
policies
practices
standards of nursing
Human and material resources
Physical facilities
Financial resources
FUNCTIONS OF STAFF
DEVELOPMENT PERSONNEL
Determination
administrative structure
organizational methods, policies and
procedures
lines of communication for the utilization of
facilities and resources personnel
organizational and individual needs and
priority.
FUNCTIONS OF STAFF
DEVELOPMENT PERSONNEL
Preceptorship:
staff development coordinator who is responsible for
continuing and in-service education programmes.
The role of the preceptor are:
As an orienteer
As a teacher
As a resource person
As a counselor
As a role model and evaluator
Developing an educational program:
1. learner’s reaction
2. behavior change
3. organizational impact
4. cost-effectiveness
IN-SERVICE EDUCAION
IN-SERVICE EDUCAION
Centralized Approach
Decentralized Approach
Co-ordinated Approach
1. Centralized Approach: - conducted by nursing
personnel in the central administration of the
agency. None of the learners are consulted or
participate in planning
Advantages:
Budget control
Disadvantage:
reducing spontaneous, interested participation and
enthusiasm of learners.
2. Decentralized Approach: - It is planned by and
conducted for the employees, employees are
expected to develop and direct their own learning
experiences.
self direction, initiative and participation.
2. Decentralized Approach:
Advantages:
Share the responsibilities
Proper contribution of the participants is expected
Disadvantages:
Lack of leadership
Conflicts
Less or no budget
3. Co-ordinated Approach: - It is a compromise
between the centralized and decentralized patterns
Advantages:
Mutual co-ordination and assistance
Duplication is avoided
Unity of efforts is maintained
CONTINUING EDUCATION
Extension of opportunities for reading, study
and training to any person and adult
following their completion of or withdrawal
from full time programmes.
NEED FOR CONTINUING EDUCATION:
Shifts
Weekly workload
Day off
Leaves, Public holidays
Staff Welfare Activities
Residence : accommodation
Rest rooms are provided for the nursing staff to
rest after their second shift duties.
Transpotation
Staff children are sponsored for education for
various courses provided in our institution.
Medical benefits for staff and their family
members.