STAFF DEVELOPMENT &

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:

 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.
NEED FOR STAFF DEVELOPMENT:
BENEFITS

For the employees:

 To improve performance
 to acquire personal and professional abilities
 To meet social change and scientific
advancement.
 To meet job related learning needs of the nurse
 Fill the gaps between theory and knowledge.
 To prepare for future tasks or trends.
 to learn new and to maintain old competencies
NEED FOR STAFF DEVELOPMENT:

For the organizations/employer:

 Keeps the nursing staff enthusiastic
 Develop interest and job satisfaction
 Develops the sense of responsibilities for being competent
and knowledgeable
 Creates an appropriate environment
 using effective problem solving techniques
 Aids in developing leadership skills, motivation and better
attitudes
 Makes the organization a better place to worker
 PRINCIPLES INVOLVED STAFF
DEVELOPMENT:

 Activities - needs and interest of employees and

organization.
 Learning -combination of theory and experience.
 changes in behavior.
 Learner should be encouraged to contribute
 Problem solving approach
 Positive reward
 Use variety of sources
2 components of staff development:
- Education
- Training

Early staff development emphasized on:

- Orientation
- In-service training
Assessment

 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

 a teaching strategy-to develop and train

employees
 one person helping the other
 Assisting, recognize , to clarify statements
 FACTORS INFLUENCING STAFF
DEVELOPMENT PROGRAMME

 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

 Development of measurable short and long term

objectives
 Promotion, development, implementation and
evaluation of programmes to meet these objectives.
 Planning, co-ordination and utilization of resources
to assist in meeting these objectives.
ROLE OF ADMINISTRATOR IN S.D.P

 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:

 identify the desired knowledge or skills the staff

 identify the present level of knowledge or skill
 determine the deficit
 identify the resources available
 evaluate and test outcomes
 OTHER ACTIVITIES OF
STAFF DEVELOPMENT

 Make rounds with the physicians

 Visit another hospital
 Attend professional meetings, conferences, etc.
and present papers
 Read articles of special interest and report them
to staff
Organization

 Identify needs & resources

Budget
 Evaluation of Staff Development
Activities

1. learner’s reaction
2. behavior change
3. organizational impact
4. cost-effectiveness
IN-SERVICE EDUCAION
IN-SERVICE EDUCAION

A continued programme of education provided by the

employing authority,
A planned instructional or training programme
provided
with the purpose of developing the competences of
personnel in their functions appropriate to the
position they hold
 It is an ongoing on-the-job instruction that is
given to enhance, the worker‘s performance
in their present job.
AIM

 developing the ability for efficient working and

 for continuous learning,
CONCEPTS OF IN-SERVICE EDUCATION:

 to develop skills necessary

The highest quality of the patient care, and

to keep abreast of changing technique and use of

sophisticated tools and equipment.
CHARACTERISTICS

 It should be given in job setting

 Every programme should be planned and ongoing
 It should be closely related and identified with
service components
 It should help the employees‘ learning and improve
her/his knowledge, skills and attitude.
 FACTORS INFLUENCING
IN-SERVICE EDUCATION:

 Cost of healthcare –increase the efficiency of

nursing services, but it adds additional expenditure
on health care delivery system.
 Manpower –requires qualified human resources,
leads to increase human resources.
 Frequent Changes in nursing practices
 Standards of nursing practice
 APPROACHES TO
IN-SERVICE EDUCATION:

The pattern of in-service education desired to be:

 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:

 Respond effectively to the challenge of current

social changes.
 To improve the health care, economic and
educational opportunities.
 To improve the new health patterns of health care.
 increasing trend towards specialization.
 legislation and its impact on the education of health
personnel.
 PHILOSOPHY OF CONTINUING
EDUCATION:

It has been believed that the system of higher

education which provides the basic preparation

to keep abreast of advances in their field.

 PLANNING FOR CONTINUING
EDUCATION:

 Effective planning is required at all levels, local,

state, regional and national and eventually
international
Staff welfare
 Frustrations
 Conflicts
 Resignations
Staff Welfare Activities

 CNE- Continuing Nursing Education

 Annual Departmental Retreats
 Counseling
 Orientation - induction program.
 Deputed for Workshops/ Conferences conducted
within the country and overseas.
 Encouraged to participate in TNAI programs
Hours of work

 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.