STAFF DEVELOPMENT

CONTINUING
EDUCATION

Nirmala Roberts
 HISTORY OF
STAFF DEVELOPMENT
Learning on the job as old as nursing itself
1928 - Education for staff nurses by the employing
agencies
Early effort like training of teachers in public
schools
Later (after II world war) ..On-the-job training in
industries
Early staff education prog A few lectures by
physicians + review of nursing procedures, learning
to operate new equipments, and studying the policies
of the institution.
Staff Development Activities
The process by which the employer promotes staff
performance and efficiency consistent with
management goals and objectives.
All the opportunities and facilities for personal and
professional growth outside of formal educational
program
Do not necessarily give a degree, but can lead to
obtaining one
Helps improve the professional & personal K,S and
A of employees
Need for Staff Development
Rapid societal changes
Advancement in health sciences knowledge & technology
Changing demographics Population (age, mobility)
Increased health awareness of public
Changing role of hospital (curative to preventive &
promotive)
Changing nature of nursing role expansion, job satisfaction,
specialization, gain in professional status
Tighter legislation of health care services
Economic recession
Principles of Staff Development
The ultimate responsibility of continuing education rests with
the employee
Most learning is a combination of experience and
conceptualization
Learning is an internal, personal, emotional process
Learning involves a change in behavior
Participative learning suits the autonomy needs of adult learner
A problem solving format meets the adult learners need for
immediate application
Positively rewarded behaviour has a greater likelihood of being
repeated

contd.
Principles of Staff Development
Educational elements need to be interlinked for better
integration
Examples from real life situations serve to better the transfer
of learning
Changes in behaviour affected by CE programs should be
supported
Learning is an active process. Hence assignments are useful
Proactive approach in learning supports the self directive
learning of adult learners
Use variety of source materials and teaching aids to suit the
heterogeneous group of adult learners
Stages of Adult Occupational
Development (Hammer 1977)
Age period Stage of occupational development
Early to mid 20s Establishes an occupational direction/ bent
Late 20s to early Questions commitment to the selected occupation (due to
30s work and personal pressures)
Mid 30s Settles in and invests fully in occupation and family
relationships
Late 30s Attaches to a mentor who enables to excel in the job
40s Secure reputation built in profession. Now separates from
mentor and establishes self as an independent practitioner
Late 40s and 50s The job (rather than individuals) generate new interests,
leading to further devt and refinement of occupational
knowledge and skills
Sources of Continuing Education for
Nursing Personnel

In-house Pooled
Educators Resources
and Affiliation
of with
Specialists Health Professional
Local Graduate Students
Consortia Nursing
Institutions assigned to
Organizations
the Agency
 ADMINISTRATIVE ORGANIZATION FOR
STAFF DEVELOPMENT

Hospital Administrator Nursing Director

Training Director

Departmental Heads Advisory Committee

Sub Committee
(has subject specialists)
Organizing Staff Development
Resources
Education and
Education and Training
Training Dept
Dept
Director -- Member
Director Member of
of
the upper
the upper management
management

Educational
Educational
In-service
In-service supplies.
supplies.
Educational
Educational Induction &
Induction &
Education &
Education & Equipment,
Equipment,
planning
planning orientation
orientation Continuing
Continuing expertise,
expertise,
&& resources
resources training
training education
education financial
financial
support
support
Staff Development Advisory
Committee
Represented by management personnel and/ or
representatives from all levels of workers
Nursing Director
Director of Agencys Educational Dept
Nursing In-Service Director
Director of Continuing Education
Assorted faculty members
Nursing service staff members
Reps from cooperating hospitals, colleges &
universities
Responsibilities for staff Development
Hospital Administrator- Overall responsibility
Nursing Director
Coordinates Policies, programme planning, budgetary approval
Guides & directs learning experiences through-
Own continued learning and refinement of skills
Planning with sub committee
Providing budgetary support
Developing areas of responsibility for her staff
Preparing job descriptions for coordinator and the unit staff
Appointing and guiding staff development coordinators
Selecting personnel
Advisory Committee Assists in coordinating operational policies &
programs.
Responsibilities
Staff Development Coordinator --Assists N Director and
Advisory committee in planning and conducting the
programme
Coordinates and supervises activities
Makes available instructional & reference materials for the
programme
Participates in teaching
Counsels and guides nursing personnel on educational activities
Acts as liaison between Ng educational programs and other ISE
programs conducted by hospitals
Establishes and maintains inter departmental and community
relationships for educational activities for nursing services
Responsibilities
The Supervisor & the Head Nurse
Assists in planning, conducting and evaluating
departmental and unit programme
Keep the director informed of the unit ISE programme
Identify the learning needs of personnel in the unit
Plan unit programme with the staff
Promote acceptance of ISE programme
Conduct job orientation, skill training, leadership and
management development through interesting experience,
demonstrating skills, supervising, cork centered
experience and counseling
Planning for Staff Development
As a series of related events
Assess learning needs of nursing personnel - Base on
Worker needs Felt need & Proposed need
Group review
Steps According to Knowles
Identify a model of desired competencies
Assess the achievement at the present level
Identify the gaps between where we are now and where we want to be..
Review evidence for achievement of objectives
Revise objectives where indicated
Have long range planning by departments and committees
Ensure that K,S & As developed in one program can be augmented in
later courses
Ensure accountability from individual trainers and educational institutions
to achieve educational objectives
Guidelines for Staff Development
Programs
Establish guidelines for program planners & teachers
(- by Advisory committee)
State behavioural objectives for each course outline
and lesson plan
State evaluation criteria for outcome of each course
program
Establish criteria for selecting instructors
Define the duties and responsibilities of each
member
Staff Development Instructor
High level of knowledge, skill & enthusiasm
Highly skilled in direct and indirect teaching
methods (for unlearning and re-learning)
Preferably an employee of the same health agency
Be more a role model of effective learning behaviour
A trainer coacher, rather than a central role
Topics for Staff Development
Programs
Poll employees & managers by interview & questionnaire -
Nursing care in special care units
Alleviation of employees problems
Disease conditions

Ensure balance between -

Increased worker productivity
Labor cost reduction
Employer goals of greater confidence
Improved job satisfaction
Increased occupational security
Levels of Learning
I. Superficial - Memorization & simple motor
response
II. Adaptive Information & adaptation in a different
situation
III. Fairly complex High degree of interpersonal
understanding and skill, understands basic
principles and complex operations, integrates
isolated facts into meaningful patterns
IV. Very complex Learns to coordinate own values
with those of the group
Teaching Methods
Should suit the objectives of that experience
Lecture For acquisition of new knowledge
Group discussion Problem solving & attitude change
Study groups
Unit learning assignments
Case studies Sensitizing to clinical issues, developing
analytical skills and problem solving
Information precis & manuals
Role play Experimentation with various approaches to
problem solving
Management games Decision making, solving problems
Audio-visual equipment
Rule of engaging maximum senses
Learning modules Individual study

Models, charts, posters

Projector - Film strip projector, slide, OHP,

LCD, movie projector
Video camera

Simulator- ECG, CPR, intubation

 INTERLOCKING NATURE OF STAFF
DEVELOPMENT ACTIVITIES

Management
ISE Development
Induction Continuing Organizational
Orientation Education Development
Training

Concepts
Competence Educational need
Interest Informal learning
Technical learning
Induction Training
A brief standardized indoctrination to the
agency's philosophy, purpose, programs,
policy and regulations given to each worker
to identify with.
Orientation
Individualized training to acquaint the newly
hired employee with job responsibilities,
work place, client and co-workers
Helps relate effectively to surroundings and
identify her niche in the organization
Just enough to fill gaps in her K & S,.. Yet,
do not overload with information
Nurse Internship
A variation of the traditional orientation program
Ensure enough clinical knowledge and skills to
ensure safe practice
Achieved through a buddy system or by a nurse
specialist trainer
Aims to
Improve recruitment
Facilitate role transition for the young graduate
Decrease demands on the HN to provide basic skill
training
In Service education
An on-going and on the job instructions given
to enhance the workers performance in the
present job
Given by employing agency for the purpose
of improving present job performance
Designed to upgrade the employees
Remedies training deficits
Continuing Education Program
Any extension of opportunity for use, study and
training to an adult following the completion of or
withdrawal from a full time school/ collegiate
program
In nursing, CE includes educational programs that
are designed to provide K,S & A for the
enhancement of Nursing practice
Exposure to new concept, refined procedure, innovative
product/ procedure
Application training for higher level of technical
expertise
Management Development
Programs to expand interpersonal skills and
more democratic approach to leadership
Teaches responsibilities towards clients and
co-workers
Prepares nurse managers
Planned at various levels of management
Organization Development
Method of improving the process by which
employees relate to each other and work
together to realize organizational goals
Problem identification
Team building
Evaluation of Staff Development
programme
Benefits
Helps determine the achievement of goals

Helps assess the success / failure of the

programme
Indicates needed change for improvement

Helps set realistic goals

Quality Control of Continuing
Education Courses
To award credit to course participants
Need to accredit and approve Continuing
education courses that yield academic credit
Measurement and recording participation in
nonacademic education programs
Drawbacks of Staff Development
Programs
Errors of staff devt officer Acts on pressure
Voluntary candidates take things easy
Norms of old behaviour interferes with new
behaviour
Consultant errors Relationship with
consultant and client (time, money,
expectations of the two)
 Take a moment from your day to learn a
few good lessons

Thanx