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KHAMMAM
UNIT: V
SUBJECT: NURSING MANAGEMENT
GUIDED BY: Dr. Mrs. Ratna Philip, Principal
DATE:
PRESENTED BY: Mrs. Udaya Sree.G, M.Sc. (N) II year
TIME:
HUMAN RESOURCE FOR HEALTH
SEMINAR ON HUMAN RESOURCE FOR HEALTH
RECRUITMENT CREDENTIALING, SELECTION, PLACEMENT&
RETENTION
CREDENTIALING
INTRODUCTION
Credentialing is the process of establishing the qualification of licensed
professionals, organizational members or organizations, and assessing
their background and legitimacy. Many health care institutions and
provider networks conduct their own credentialing, generally through a
credentialing specialist or electronic service, with review by a medical
staff or credentialing committee. It may include granting and reviewing
specific clinical privileges and medical or allied health staff membership.
DEFINITIONS
1) Credentialing is the process by which selected professionals are
granted privileges to practice within an organization. In health care
organizations this process has been largely confined to physicians.
Limited privileges have been granted to psychologists, social workers and
selected categories of nurses, such as nurse anaesthetists, surgical
nurses, and midwifes.
-Russell C Swans burg
2) Extenders
Physician of assistant (PA)
Certified Nurse Practitioner (CRNP)
Certified Nurse Midwife (CNM).
3) Facility and Ancillary service Providers
Hospitals
Nursing Homes
Skilled Nursing Facilities
Home Health
Home Infusion Therapy
Hospice, Rehabilitation Facilities
Freestanding Surgery Centres
Freestanding Radiology Centres
Portable X-ray Suppliers
End Stage Renal Disease Facilities
Clinical Laboratories
Outpatient Physical therapy and Speech Therapy providers
Rural Health Clinics
Federally Qualified Health Centres Orthotic
Prosthetic providers
Durable Medical Equipment (DME) providers.
COMPOTENTS OF CREDENTIALING
1) Appointment: Evaluation and selection for nursing staff membership.
2) Clinical privileges: Delineation of the specific nursing specialties that
may be managed types of illnesses or patients that may be managed
within the institution for each member of the nursing staff.
3) Periodic reappraisal: Continuing review and evaluation of each
member of the nursing staff to assure that competence is maintained and
consistent with privileges.
CRETERIA FOR CREDENTIALING
Criteria for appointments would include proof of licensure, education and
training, specialty board certification, previous experience, and
recommendations. Clinical privileges criteria would include the proof of
specialty training and of performance of nursing procedures or specialty
care during training and previous appointments.
PRINCIPLES OF CREDENTIALING ACCORDING TO (ANA)
A report of the Committee for the study of Credentialing in Nursing was
made in 1979. It included fourteen principles of credentialing related to:
1) Those credentialed.
2) Legitimate interests of involved occupation, institution, and general
public.
3) Accountability
4) A system of checks and balances
5) Periodic assessments
6) Objective standards and criteria and persons competent in their use
7) Representation of the community of the interests
are useful for evaluating the effectiveness of the form, analysing entrance
standards,
assessing
academic
achievement
with
subsequent
performance, and knowing from which parts of the state or country the
students are most frequently admitted or apply for admission.
2. Selection committee
Usually the selection occurs in the college itself. Otherwise, if the
selection is carried outside the college, it is important that at least
representatives of the college be a part of committee and as far as
possible student is selected for a specific college according to its
individual admission policies and the programme it offers.
3. Orientation programme
After admission an orientation programme is to be conducted to make the
students aware of the college rules, hostel rules and the hospital and the
college building and associated parallel medical education departments.
Orientation should be given by a senior faculty of the college of nursing.
Orientation programme may take three to five days.
4. Development of master plan
When a particular batch is admitted the class teacher may draw a master
plan according to which the whole programme is planned. Date of
examinations and periodic evaluation measures etc are formulated.
5. Parent teachers association
All parents are enrolled in the parent teachers association and this will
help to have a contact between the family members and teachers. This
will help to improve the administration. Meetings of PTA are held
frequently and the parents are kept informed of the students progress.
STEPS IN SELECTION: The steps which constitute the employee
selection process are the following:
I. Interview by personnel department
I. Interviewing
Interviewing is the main method of appraising an applicants suitability for
a post. This is the most intricate and difficult part of the selection process.
The employment interview can be divided into four parts:
1.
2.
3.
4.
The
The
The
The
warm-up stage
drawing-out stage
information stage
forming an-opinion stage
at
..
You are required t fill up the enclosed job-application form and bring it
with you at the time of the interview.
Please bring your original certificates and certificates and testimonials
with you. We look forward to seeing you.
Youre sincerely,
Personnel Manager)
Encl: 1
II. Pre-employment tests:
To ensure selection of the most suitable candidates for various posts,
interviews should be conducted carefully & pre-employment tests should
be held in a systematic manner wherever necessary & possible.
For certain Categories of post, there is a need for testing the professional
competence of the candidates. These tests can broadly be divided in to
four types:
1) Tests of general ability- intelligence
2) Tests of specific abilities- aptitude tests
3) Tests of achievement-trade tests
4) Personality tests- Tests of emotional stability, interest, values,
traits etc.
III. Final approval by the head of the hospital
In some hospitals, the selection committee consists of one person from
the personnel department, the department head/supervisor of the
concerned department and one representative of the head of the hospital.
After the interviewing all the candidates, the selection committee submits
its recommendations for approval to the head of the hospital, who is
generally the hiring authority.
In other hospitals, the head of the hospital may prefer to interview all the
candidates himself for the key jobs and leave it to the selection
committee for the less vital jobs. In case of appointment of a department
head, one expert is also usually included in the selection committee.
IV. References
The references provided by the applicant should be cross-checked to
ascertain his past performance and to obtain relevant information from
his past employer and others who have knowledge of his professional
competence. The references letters should be brief and should require as
Date of joining
Date of leaving
Job title
Last salary drawn
Promotion/demotion, if any
Unauthorized absentee record
Reason for termination/ leaving
Ability to work with others
Dependability
Emotional stability
Health conditions
Does the employee habitually borrow money?
Would you re-employ?
Any other information
V. Medical examination
The medical examination of a prospective employee is an aid both to the
employee and to the management. The selection of the right type of
employee who can give his best and be happy requires a thorough
knowledge of his physical capacities and handicaps. The purpose of the
medical examination is threefold:
a) It is for the protection of the applicant himself to know whether
that job will suit him or not from the medical point of view.
b) It is for the protection of the other employees so that they are not
at risk of any communicable or other disease which the prospective
employee may have.
c) It is for the protection of the employer as well, so that he may
avoid selecting a wrong person.
The medical examination will eliminate an applicant whose health is
below the standard or one who is medically unfit.
VI. Joining report by the employee
When new employees reports for joining, he should be given an
appointment letter, his job description and handbook of the hospital. He
PLACEMENT
INTRODUCTION
Placements are a credit bearing part of a degree course and all
placements optional. If a student opts out of a placement or there is no
placement available, this means that placement is not guaranteed.
DEFINITION
State of being placed or arranged.
IMPORTANCE OF PLACEMENTS
The school of service management believes that taking a placement is
one of the most important decisions you can make in your university
carrier. Not only will you benefit from building personal confidence during
your placement year but you will also establish contacts in your chosen
sector which may provide invaluable for graduate opportunity.
PROMOTION POLICY
The promotion policy is one of the most controversial issues in every
organization. The management usually favours promotion on the basis of
merits, and the unions opposite by saying that management resort to
favouritism. The unions generally favour promotions on the basis of
seniority. However, in practice, both seniority and ability criteria should be
taken into consideration; but in order to allay the suspicious of the trade
unions, there should be written promotion policy which should be clearly
understood by all.
ADVANTAGES OF A SOUND PROMOTION POLICY
From a scientific management view point, a sound promotion policy has
many advantages.
Staff choose to stay for long periods within a cost centre, turnover is
under is 10% annually.
IMPORTANCE OF STAFF RETENTION
The advantages of staff retention are fairly clear. Most importantly
perhaps, key skills, ideas, knowledge and experience remain within
your organization. Client relationships and networks are also
preserved in conjunction with all the income that these areas
generate.
Conversely, losing your key employees lays open the possibility that
these people will than assume roles with your direct competitors. As
a result those invaluable skills, ideas, knowledge, experience,
relationships and networks are all transferred to another
organization.
On top of all these there are also direct costs involved in losing key
employees. The cost of replacing such an individual includes
advertising, recruitment agency fees and the time spent conducting
actual interview process.
2. Communication-rich culture
Clear and respectful
Open and trusting
3. A culture of accountability
Role expectations are clearly defined
Everyone is accountable
4. The presence of adequate numbers of qualified nurses
Ability to provide quality care to meet client/patient needs
Work and home life balance
5. The presence of expert, competent, credible, visible leadership
Serve as an advocate for nursing practice
Support shared decision-making
Allocate resources to support nursing.
6. Shared decision-making at all levels
Nurses participate in system, organizational and process decisions
Formal structure exists to support shared decision-making
Nurses have control over their practice.
7. The encouragement of professional practice and continued
growth/ development
Continuing education/certification is supported/encouraged
Participation in professional association encouraged
An information-rich environment is supported.
8. Recognition of the value of nursings contribution
Reward and pay for performance.
FIVE CHARACTERISTICS
RETENTION PROGRAMS
OF
SUCCESSFUL
RECRUITMENT
AND
TERMINATION
INTRODUCTION
Firing an employee who is unable to meet reasonable company
production standards is common. A number of expressions are commonly
used to describe situations when employment is terminated. These
include "let go," "discharged," "dismissed," "fired" and "permanently laid
off." Termination or firing an employee does not have to be the worst
experience of your year. You can use the occasion to examine what went
in
or
PERSONNEL POLICIES
DEFINITIONS
Policy
1. Statement of predetermined guidelines
2. Policies in general, they are guidelines to help in the safe and
efficient achievement of organizational objectives.
Personnel Policy
1) Personnel policy is an integrated function which encompasses
many aspects of the personnel management.
Operating Procedures
Employee Conduct
Equipment Use Regulations
Professionalism
Employer Authority
applicable not only to the nursing field but also to all the professional
fields.
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.
I N SE RVI CE
S TAF F D EV ELO PM E NT
J OB
IN DU CT IO N
1.
2.
3.
4.
Orientation Programme
Skill Training Programme
Leadership and management development
Continuing education
1. Orientation Programme:
Is the process of acquiring anew staff with the existing work
environment so that he/she can relate quickly to his/ her new
surroundings.
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:
Skill training may be a manual or technical skill of doing for people
or skill in dealing and working well with people. It provides the
nursing staff with the skills and attitude required for job and to keep
them abreast of changing methods and new techniques.
Often it is the continuation of the orientation programme.
It is designed to new and older staff.
3. Leadership and management development:
To improve the managerial abilities of persons at every management
level as well as potential managers to produce the greatest degree
of organizational progress.
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.
Need can identify by incident reports, turnover rates, patient audits
and quality control reports.
4. Continuing education:
Formal, organized, educational programme designed to promote the
knowledge, skills and professional attitude of nurses.
Administrator
Manager
Counselor
Change agent
Researcher
Case manager
Collaborator
Health educators
Adviser
Advocator
Implementer
Evaluator
ii.
iii.
iv.
v.
vi.
III.
Functions
A. Clinical Activities:
1. Assesses the situation of given unit in relation to different types of
patients care, facilities provided by the nursing personnel.
2. Identifies the patients need/problem in the unit.
3. Assigns the patients care and others activities to nursing personnel.
4. Evaluates the patients care given by nurses.
1. Duties and responsibilities of Peri-operative nurses: Perioperative registered nurses provide surgical patient care by assessing,
planning, and implementing the nursing care patients receive before,
11. Home health care nurses: Home health care nurses will provide
at-home nursing care for patients, often as follow-up care after
discharge from a hospital or from a rehabilitation, long-term care, or
skilled nursing facility.
12. Hospice and palliative care nurses: Hospice and palliative care
nurses work in collaboration with other health providers (such as
physicians, social workers, or chaplains) within the context of an
interdisciplinary team. Composed of highly qualified, specially trained
professionals and volunteers, the team blends their strengths together
to anticipate and meet the needs of the patient and family facing
terminal illness and bereavement.
13. Infusion nurses: Infusion nurses administer medications, fluids,
and blood to patients through injections in to patients' veins. Infusion
nurses specialize in administering parenteral fluids, blood & blood
components, pharmacological agents, nutritional solutions and pain
medications.
14. Long term care nurses: Long term care nurses provide healthcare
services on a recurring basis to patients with chronic physical or mental
disorders, often in long-term care or skilled nursing facilities.
15. Medical surgical nurses: Surgical nurses are a vital part of the
health care team that provides care for patients before, during and
after surgical procedures. They work both inside and outside of the
sterile field to provide both direct patient care and support to the
surgical staff.
16. Recovery nurses: Surgical prep and recovery nurses are RNs who
care for individuals before surgery and during recovery. They prepare
patients for surgical procedures by starting intravenous lines,
administering medication, taking a complete health history, completing
additional tests such as blood work, and performing pre-surgical
preparations such as shaving.
17. Scrub Nurses: Scrub nurses are RNs who work within the sterile
field to assist the surgeon. The scrub nurse has scrubbed with
29. HIV/AIDS nurses: HIV/AIDS nurses care for patients diagnosed with
HIV and AIDS. They should give proper care, education, psychological
support and counselling to the patients.
30. Oncology nurses: Oncology nurses care for patients with various
types of cancer and may assist in the administration of radiation and
chemotherapies and follow-up monitoring. The following discussion on
the role of the oncology nurse focuses on patient assessment, patient
education, co-ordination of care, direct patient care, symptom
management, and supportive care. To illustrate how varied the role
may be and its importance across the continuum of cancer care,
examples related to the role of the oncology nurse in direct patient
care, symptom management, and supportive care are provided.
31. Wound, ostomy and continence nurses: Wound, ostomy, and
continence nurses treat patients with wounds caused by traumatic
injury, ulcers, or arterial disease; provide postoperative care for
patients with openings that allow for alternative methods of bodily
waste elimination; and treat patients with urinary incontinence.
32. Cardiovascular nurses: Cardiovascular nurses treat patients with
coronary heart disease and those who have had heart surgery,
providing services such as postoperative rehabilitation.
33. Gynecology nurses: Gynaecology nurses provide care to women
with disorders of the reproductive system, including endometriosis,
cancer, and sexually transmitted diseases.
34. Nephrology nurses: Nephrology nurses care for patients with
kidney disease caused by diabetes, hypertension, or substance abuse.
Before dialysis, the nurse assists the patient in seeking information
about his disease, prognoses and treatments. The nurse is responsible
for ensuring that appropriate care is available. Prior to the actual
treatment, the nephrology nurse must evaluate if it's safe for treatment
to begin. If the patient has no new acute health issues, the nurse
continues with the preparation for dialysis.
SEMINAR ON
HUMAN RESOURCE FOR HEALTH
SUBMITTED TO
MRS. Dr. Ratna Philip. M.Sc (N), Ph.D.,
SREE.G
SUBMITTED BY
MRS.UDAYA
Principal
MAMATA COLLEGE OF NURSING
NURSING
KHAMMAM