STAFF DEVELOPMENT PROGRAMME

INTRODUCTION:-
Staff development is the process directed towards the personal and professional growth of nurses and
other personnel while they are employed by a health care agency Staff development refers to all
training and education provided by an employes to improve the occupational and personal
knowledge, skills and attitudes of vested employees.

DEFINITION:- Staff development refers to all training and education provided by an employee
to improve the occupational and personal knowledge, skills and attitude of vested employees.

GOAL:-
 To assist each employee to improve performance in his or her present position and to acquire
personal and professional abilities that maximizes the possibility of career advancement.

PRINCIPLES INVOLVED STAFF DEVELOPMENT:-

Activities must base of needs and interest of employees and organization.

 Learning is combination of theory and experience.

 Learning is internal, personal and emotional process.
 Learning involves changes in behavior.
 Learner should be encouraged to contribute in learning process.
 Problem solving approach is well suited because; effective learning takes place when there is
need/problem. Positive reward is effective.
 Teaching – learning should be based on educational psychology.
 Learning can be maximized by providing favorable condition.
 Learning is active process i.e., teacher and learner should be active in learning.
 Teaching must satisfy learning needs of an individual.
 Use variety of sources for learning as adult learners have wide range of previous
experience.

NEED FOR STAFF DEVELOPMENT:-

Staff development activities include training and education needed, because social change and
scientific advancement cause rapid obsolescence of nursing knowledge and skills. These changes and
advancements in the field of science including medical science and technology have increased the
demand of nursing services and improved nursing's response capabilities. So, there is need for a
career long learning to keep abreast of changing demands and capabilities. The main purpose of staff
development programme for nurses is to provide the opportunity for nurses to continually acquire
and implement the knowledge, skills, attitudes ideals and valued essential for the maintenance of
high quality of nursing care. Education should be designed to transmit known information in the field
only when the time span of major cultural change is longer than the individual life span. The staff
education include all planned educational activity recognised by a health care agency as directed
toward meeting the job related learning needs of the nurse and other personnel and therefore, may
include continuing education-in-service education-extramural education and post basic education.
Staff development activities are defined by its concepts such as competence, interest needs and
learning and training.

Competence is the state of possessing qualities and abilities that are required for a particular role or
task, e.g. nurses competence in handling new cases and new equipment or handling advanced
techniques. Interests are inclinations that cause an individual to be attracted or repelled by certain
objects, events or persons with the result that the individual seeks experiences that favour
development The goal of staff development programme should be to stimulate sufficient interest in a
topic that the leaner will continue to study the subject independently.

Need is a lack, tension, desire or demand that impels a person to specific behaviour. An educational
need is a measurable discrepancy between a person's actual job competence and desired competence
level. Leaming consists of desirable behavioural change that results from a prescribed experience.

PHILOSOPHY OF STAFF DEVELOPMENT:-

The Department of Continuing Education is an integral part of the nursing division and embraces the
philosophy of the division. The department also has the following belief.

We believe that the primary goal of a health care agency is the achievement of a high quality of
health care for the people who use the agency's service. The attainment of this goal is contingent on
the continuous development of all personnel. In regard to nurses, we see their development as
members of the health care team and practitioners of a high quality of nursing care.

We believe that the focus of the dept. of continuing education is in the development of all employees
including all nurses employed by the health care agency and the nursing community at large for the
enhancement of nursing care given to its client.

We believe that educational activities should be designed and implemented to promote a high
standard of safe, effective, nursing practice and to increase job enrichment through life long learning,
by the department of CEN. Emphasis should be on application of knowledge to the actual work
environment. The impact of programme should be directed to the learner, the system and the patient
and his family.

We believe that the educational environment should be non-threatening and should acknowledge the
individuality of its learners. It should also encourage application of learning. free change of ideas and
creativity.

We believe that teaching-learning is a dynamic, collaborative, shared process between teacher and
learner. It proceeds best in a relationship characterised by a mutual trust and acceptance with varying
degrees of independence, dependence, and interdependence. The process should result in a change in
the cognitive, psychomotor and affective behaviour of the individual.
We believe that mastery learning assists learners in achieving an acceptable level of performance and
should be utilised to provide a basis for accountability to the client, to the institution and to the
profession of nursing.

We believe that nursing service, nursing education and nursing research must collaborate to
effectively solve problems and to facilitate the nursing divisional goal attainment. We believe further
that there is a three-way responsibilities involved in staff development for nurses are.

1. The individual nurses' responsibility for staff development based on a commitment to learning as a
means of personal and professional growth.

2. The nursing profession's responsibility for promoting the development of nursing personnel based
on standards for nursing practice and the needs of the nurse. We believe that staff development
should be structured into include, education, experience and socio-economics.

FUNCTIONS OF STAFF DEVELOPMENT PROGRAMME:-

The main purpose of the staff development is to provide educational activities for all nurses
employed by the health care agency directed towards change in behaviour related to role
expectations, which build upon the individuals varied education and experimental basis. The staff
development programme must be concerned with the growth and development of personnel from
their initial contact with a health care agency until termination of service. The model has been
structured in such a way that staff development can be facilitated within an agency and can provide a
linkage with the pre-service education, experience and socio economics of the nurse.

Within a health care agency, the following components will provide a framework for structuring a
staff development programme.

Socio-Economics

1. Manpower planning
 Recruitment
 Selection
 Placement
2. Counselling
 Performance Evaluation
 Career planning
 Promotion
3. Employee-employer relations
 Personal policies and practices
 Health services
 Labour relations.

Experience

i. Nursing practices
  Direct patient care-general or specialities as independent patient care assignment or team
approach.
 Indirect patient care-supervision, administration, teaching and research.

ii. Other real life experiences Colleague interaction

Voluntary activities related to health care
Professional association participants
Personal life.

Education

i.Continuing education
 In-service education
 Orientation

STAFF DEVELOPMENT MODEL FOR GOAL ACHIVEMENT OF THE

HEALTH CARE AGENCY, THE NURSE AND THE NURSING
PROFESSION :-
Staff development model is based on the aforementioned philosophical statement, that the activities
within a health care agency are directed towards achieving a high quality care through the mutual
goal oriented efforts of the health care agency, nursing profession and its practitioners. This model
has three main components.

 Education
 Experience
 Socio-economics
Educational component includes: The educational component assumes that the nurse is motivated to
continue learning through involvement in educational activities endorse by a health care agency and
the nursing profession. It may take the form of continuing education – in service education and
extramural education or post basic nursing education. Staff nurse is self-motivated for learning. She
may accept any type of staff developmental activity, comes under local agency or outside agency.
 In-service education is referred to an agency based educational activity. It begins with
orientation to the health care agency and to a particular position and continues in the form of
specific skill training related to nursing or more generalized skill training related to patient
care within the context of the health care team.

 Extramural education includes short courses, conferences, seminars and like, which are
planned for group learning, as well as programmed learning and correspondence courses.

 Post basic education refers to formal study at degree-granting institution. It involves full time
commitment to an academic programme leading to university diploma, certificate,
baccalaureate degree, master‘s degree or doctorate degree etc.

Experience:
Nursing practice and experience in daily life are integral parts of staff development. Planned
approach to the daily assignment of nursing responsibilities is both a benefit to the development of
the nurse practitioner and prerequisites to high quality patient care. For quality care – experiences
may be planned or unplanned. Experiences are curricular and co-curricular and self.

Socio-economic component:
It involves health care agency, the nurse and nursing association in management, planning,
counseling and employee – employer relations.
The effectiveness of man power planning depends on needs assessment, which is influenced by the
standards set by the nursing profession and the job commitment made between the health care
agency and the nurse.
Counseling includes career planning as well as performance evaluation for the benefit of both the
health care agency and the nurse.
Employee-employer relations are reflected in the personal practices, form the basics of policies
underlying staff development in any agency. The interrelationship of the components provides the
framework for purposeful staff development structured to meet the needs of both a health care
agency and the nurse.

TYPES OF STAFF DEVELOPMENT:-

Staff development includes formal and informal group and individual training and education. Staff
development activities include the following:

Staff development includes formal and informal group and individual training and education, The
goals of staff development programmes are to assist each employee to improve performance in her or
his present position and to acquire personal and professional abilities that maximise the possibility of
career advancement.
Staff development activities include the following

1. Induction training
2. Job orientation
3. In-service education
4. Continuing education.

1. Induction training is a brief, standardised indoctrination to an agency's philosophy, purpose,

policies and regulations given to each worker during her or his first two or three days of employment
in order to ensure his or her identification with agency's philosophy, goals and norms.

2. Job orientation is an individualised training programme intended to acquaint a newly hired

employee with job responsibilities work place, clients and co-worders.

3. In-service education refers to an ongoing-on-the-job instruction that is given to enhance, the

workers' 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 a person and as a worker (NLN).

In-service education is defined as a continued programme of education provided by the employing

authority, with the purpose of developing the competence of personnel in their functions appropriate
to the position they hold, or to which they will be appointed in the service

In-service education aims at developing the ability for efficient working and the capacity for
continuous learning so that one may adopt to changes with judgement and produce profitable
services which became an important tool for the health care of the society and nation at large. It is an
agency based continuing education directed toward meeting the job related learning needs of the
nurse and other personnel.

In-service education is a planned instructional or training programme provided by an employing

agency in the employment setting and designed to increase competence in a specific area.

4. Continuing education is "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". It is there education for adults provided by specific schools, centres,
colleges or institutions that emphasise flexible rather than traditional or academic programmes. Adult
education is a formal and informal instruction and aids to study for mature persons; all activities with
educational purposes carried on by mature persons on a part time basis; any voluntary, purposeful
effort towards the self development of adults conducted by public or private agencies, for
informational, cultural, remedial, vocational, recreational, professional
and other purposes (Dictionary of Education). Continuing education is planned activity directed
towards meeting the learning needs of the nurse following basic nursing education, exclusive of full
time formal postbasic education.
Extramural education is community based continuing education directed towards meeting the job
related learning needs of the nurse and other personnel. Exclusive of full time formal study at a
degree granting institution. Postbasic education is degree granting institution based, full time formal
study following a basic nursing education programme.

Staff education includes all the planned educational activities recognised by a health care agency as
directed toward meeting the job related learning needs of the nurse another personnel and therefore,
many include continuing education, in-service education, extra mural education and postbasic
education.
Continuing nursing education is an "educational activity, primarily designed to keep the registered
nurses abreast of their particular field of interest and do not lead to any formal advanced standing in
the profession" (Nursing Thesarus of the International Nursing Index).

Continuing education in nursing consists of planned learning experiences beyond a basic nursing
educational programme. These experiences are designed to promote the development of knowledge,
skills and attitudes for the enhancement of nursing practice, thus improving health care to the public
(ANA).

STAFF DEVELOPMENT PROGRAMS:-

Staff development programs include various programs such as induction

training,orientation,inservice,in-ervice education,leadership and management training,and continuing
education programs.

INDUCTION TRAINING:-
It is the process by which the new nurses employees introduce to the organization. It is a brief
standardized introduction about hospital philoshophy,purpose, programs, policies and regulations.
The employees get training for the first 2-3 days of employment. The main objective of induction
training is to ensure new nurse employees to retrain, to help in settling down quickly and happily to
its role; and to identify them with instructional goals and programs.

ORIENTATION:-
It is the activity to introduce new nurse employees to organizations, tasks,superiors,and workgroups.
The duration of orientation various according to areas and usually has three stages processes.
Orientation to the overall organization, orientation to the specific organization, and orientation to the
particular job.

IN-SERVICE EDUCATION:-
It includes all on- the- job instructions that are undertaken to enhance his or her work performance in
the present job.
CONTINUING EDUCATION:-
Continuing education is a form of education an individual undertaken after completing the necessary
professional training to improve competency.

FACTORS INFLUENCING STAFF DEVELOPMENT PROGRAMME:-

The major factors that determine the administrative structure of an agency-wide staff development
programme are:-

 Administrative philosophy, policies and practices of health care agency

 Policies, practices and standards of nursing and other health professionals
 Human and material resources within the health care agency and community
 Physical facilities within a health care agency and community
 Financial resources within a health care agency and community

STEPS OF STAFF DEVELOPMENT PROGRAM:-

 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
 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

FUNCTIONS OF STAFF DEVELOPMENT PERSONNEL:

Personnel assigned to staff development should provide the following consultative functions for
health care agency.
 Determination of the administrative structure of the staff development programme.
 Determination and establishment of organizational methods, policies and procedures for a
staff development programme.
 Determination and establishment of lines of communication for the utilization of facilities
and resources personnel for the staff development programme.
 Determination of organizational and individual staff development needs and priority.
 Development of measurable short and long term objectives for staff development
programmes
 Promotion, development, implementation and evaluation of programmes to meet these
objectives.
  Planning, co-ordination and utilization of community resources to assist in meeting these
objectives.
 Provision of a consultative service and a resource for information relative to staff
development.

PROGRAMMES FOR STAFF DEVELOPMENT :-

Orientation Programme Skill Training Programme Leadership and management development

Continuing education
1. Orientation Programme:
o Is the process of acquiring anew staff with the existing work environment so that
he/she can relate quickly to his/ her new surroundings.
o It is assigned for new staff. It is given at the initial stage of employment or when a
staff takes new responsibilities.

2. Skill Training Programme:

o Skill training may be a manual or technical skill of doing for people or skill in dealing
and working well with people.
o It provides the nursing staff with the skills and attitude required for job and to keep
them abreast of changing methods and new techniques.
o Often it is the continuation of the orientation programme.
o It is designed to new and older staff.

3. Leadership and management development:

o To improve the managerial abilities of persons at every management level as well as
potential managers to produce the greatest degree of organizational progress.
o It should be begin by establishing agreement among top and middle level managers as
to proper authority, responsibility and accountability for managers at every level.
o Need can identified by incident reports, turnover rates, patient audits and quality
control reports.

4. Continuing education:
o Formal, organized, educational programme designed to promote the knowledge,skills
and professional attitude of nurses.

OTHER ACTIVITIES OF STAFF DEVELOPMENT :-

 Make rounds with the physicians

 Attend medical round in a teaching centre
 Visit another hospital to observe their method of patient care
 Attend professional meetings, conferences, etc. and present papers
 Read articles of special interest and report them to staff
BENEFITS OF STAFF DEVELOPMENT:-

For the employees:

 Leads to improved professional practice

 Aids in updating knowledge and skills at all levels of organization
 Keep the nurses abreast of the latest trends and developments in techniques
 Equips the nurses with knowledge of current research and developments
 Helps the nurses to learn new and to maintain old competencies

For the organizations/employer:

 Keeps the nursing staff enthusiastic in their learning

 Develop interest and job satisfaction amongst the staff
 Develops the sense of responsibilities for being competent and knowledgeable
 Creates an appropriate environment and sound decisions as well as using effective problem
solving techniques
 Helps the nurse to adjust to change
 Aids in developing leadership skills, motivation and better attitudes
 Aids in encouraging and achieving self development and self confidence
 Makes the organization a better place to worker

ROLE OF ADMINISTRATOR IN S.D.P :-

Preceptorship:

 In most of the hospitals have a staff development coordinator who is responsible for
continuing and in-service education programmes. A staff nurse is selected as a preceptor to
assist the new nurse in the unit based on their skill and competence. 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

APPLICATION OF STAFF DEVELOPMENT PROGRAMME IN NURSING

SERVICES AND EDUCATION:-

Meaning Staff development is the process directed towards the personal & professional growth of the
nurses and other personnel while they are employed by a health care agency. Personal and
Professional Development (CPPD) is the new name for the Staff Development.
DEFINITION:-

Staff development includes all training and education undertaken by an employer to improve the
occupational and personal knowledge, skills, and attitudes of employment. 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)

PURPOSE OF STAFF DEVELOPMENT PROGRAM FOR NURSES:-

 To provide the opportunity for nurses to continuity acquire and implement the knowledge
skill, attitudes ideals and valued essential for maintenance of high quality of nursing care.

 Education should be transmitted to bring cultural change.

CONCLUSION:-

Staff development is the process directed towards the personal and professional growth of nurses and
other personnel while they are employed by a health care agency Staff development refers to all
training and education provided by an employes to improve the occupational and personal
knowledge, skills and attitudes of vested employees.

Nursing practice and experience in daily life are integral parts of staff development. Planned
approach to the daily assignment of nursing responsibilities is both a benefit to the development of
the nurse practitioner and prerequisites to high quality patient care. For quality care – experiences
may be planned or unplanned. Experiences are curricular and co-curricular and self.
The main purpose of the staff development is to provide educational activities for all nurses
employed by the health care agency directed towards change in behaviour related to role
expectations, which build upon the individuals varied education and experimental basis. The staff
development programme must be concerned with the growth and development of personnel from
their initial contact with a health care agency until termination of service. The model has been
structured in such a way that staff development can be facilitated within an agency and can provide a
linkage with the pre-service education, experience and socio economics of the nurse.
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4. https://www.slideshare.net/jenishaadhikari/toxic-shok-syndrome-61708156

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