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Staff Development NR.ppt

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Staff Development NR.ppt

  1. 1. Staff Development Nirmala Roberts India
  2. 2. We shall learn about….  Staff development  Meaning and characteristics  Role  Steps of staff development  Types
  3. 3. Staff development  Processes, programs and activities through which an organization develops, enhances and improves the skills, competencies and overall performance of its employees.  It may be - formal/ informal & on/ off campus)  Aims to –  Accomplish institutional and divisional goals, and  Grow personally and professionally  = Continuing Personal and Professional Development (CPPD)
  4. 4. Characteristics of Staff development program  Dual Purposes: Staff and Organization Development  Developmental Plan – Meets individual and organizational needs  Process and Product – Improve work output.  Emphasizes teamwork - to achieve larger goals
  5. 5. Characteristics of Staff development program  Anchored in Day-to-Day work  Multifaceted, ever Changing – Targets different people in different roles  Recognizes Maturation and Growth – At various levels of hierarchy and seniority  Tailored to meet the changing functional roles of staff members
  6. 6. Role of Staff Development Programme  Applies adult learning principles when helping employees learn new skills or information.  Is sensitive to the learning deficits of the staff and creatively minimizes these deficits  Coaches employees regarding knowledge and skill deficits.  Frequently assesses learning needs of the unit.  Actively seeks out teaching opportunities.  Uses teaching techniques that empower staff.
  7. 7. Types of Staff Development 1. Induction Training. 2. Job Orientation. 3. In service education 4. Continuing education 5. Management development 6. Organizational development 7. Training for special function
  8. 8. Interlocking Nature Of Staff Development Activities Training for Specific Function
  9. 9. Steps of staff development program Assess educational needs of staff members Set priority Develop the general objectives Determine the resources needed to reach the desired objectives Develop a master calendar for an entire year Establish files on major educational topics Develop and maintain staff development record system Regularly evaluate the staff development program
  10. 10. Create a positive atmosphere Address the new job concerns Increase comfort level and feeling of belonging Increase knowledge of the orgn.al procedures, policies, values Share job specific information Increase retention of newly hired employees Improve employee morale and productivity Types – Internship; Preceptor-ship; Mentorship 1. Induction Training
  11. 11. Steps in Induction  Tour of facilities  Introduction to other employees, superiors, subordinates  Description of organizational functions  Departmental visit  Orientation to philosophy, goals and objectives  Administration policies and procedures
  12. 12. 2. Job Orientation Creating awareness - In new employee – Roles, responsibilities and relationships; working hours, place of work, performance standards, benefits and facilities The present employee - Job responsibilities of her/ his expanded/ enriched role. The older employees – About policy changes etc Types – General & Specific
  13. 13. IMPORTANCE OF ORIENTATION PROGRAMME  Provides essential, relevant and necessary information  Helps employee to gain confidence with sense of belonging  Lessens time to learn about new job related issues.  Help solve initial problems and make faster adjustment  Eliminates -  Learning by trail and error  Passing of incorrect information by old employees and peers.  Misinterpretation; mistakes and confusion; apprehension  Acquaints employee with personnel services available within the institution/community
  14. 14. Induction Vs Orientation training Basis for comparison Induction training Orientation training Meaning Welcome newcomer to the orgn. To ready them for he job Assimilation of new joinee into the orgn; rehabilitate at new workplace,; provide basic info about the orgn. Involves Introduction of employee with the orgn. Integration of the employee in the orgn. Time horizon Short term Long term Sequence First Second Form Detailed presentation / company’s brochure (rules & policies & employee benefits) Practical overview of the orgn.
  15. 15. 3. In service education A planned educational experience provided by the employing agency to the employee, in the job setting and closely identified with services , for a better and effective performance as a person and as a worker.
  16. 16. Philosophy of ISE In-Service Education is –  Based on the needs of the learner  Planned, flexible and dynamic  Simple and practical  Purposeful and participative  Oriented to employee, job and product
  17. 17. Objectives of ISE Employee oriented –  Develop fullest potentials  Update knowledge  Maximize performance competence  Stimulate & develop occupational interest  Maintain and improve job satisfaction  Increase the professional confidence  Develop a team attitude Employer oriented -  Decrease staff turnover  Improve patient care  Eliminate dead-end jobs  Thus improve worker morale & motivation  Upgrade the employees  Remedy training deficits  Help employees find a proper place in the organization
  18. 18. Types of ISE 1 2 3
  19. 19. Assessment Pinpoint needs, prioritize needs, set training objectives, and develop criteria Planning - The course outline & content; resource personnel; venue; scheduling; finances ; evaluation criteria, and other arrangements Evaluation Pre test & post test; Observation & follow up studies to assess transfer of learning to the job and extent of retention of learning. Steps of In-service education programme Implementation Climatic check, actual conducting of training with ongoing monitoring
  20. 20. Methods of In-service education Ward teaching Discussion Laboratory Conference Seminar Workshop Field trip Job orientation Who’s responsibility? Employing agency Employee
  21. 21. 4. Continuing Education All the learning activities that occur after an individual has completed her/ his basic education - Cooper The education which builds up on a previous education -Shannon
  22. 22. Purpose of Continuing Education  Enable a worker to move from satisfactory to excellent performance  Exposure to new concepts; procedures; innovative product applications, or acquisition of increased expertise  Ensure professional development  Increase ability in problem solving in a clinical teaching/ administrative area.  Preparation for promotions & better job prospects
  23. 23. Difference between ISE & Continuing Education Features In-service Education Continuing Education Responsibility Employing agency Individual (Uses various agencies) Basic concept Retrain people, improve worker performance Self directed learning Venue Employment setting (= staff education) & in association with the performance of duties Not limited to area of employment Areas covered Specific as observed by the agency Covers entire learning needs of the individual Utility value In area of employment In area of employment and all aspects of living Work performance Improved in area of work Improved in general
  24. 24. Training for Specific Function  = Workshop - The term is borrowed from engineering and technology.  Aim – To achieve skills – Cognitive, psychomotor, teaching, affective, communication, supervisory…  A meeting at which a group of people engage in intensive discussion and activity on a particular subject or project/ procedure.
  25. 25. Staff development workshop  Opportunity to teach-learn from each other  Takes place in small groups  Combination of presentations, demonstrations  Interactive-leads to active participation  Provides opportunity to practice skills and receive feedback
  26. 26. Need…  Organizer  Convener/ Coordinator/ Chairman  Experts & resource persons  Participants
  27. 27. Potential difficulties in staff development & training activities Lack of time Inadequate resources at disposal Under-funded training budgets Conflicting priorities Lack of Clarity about what should be done Failure to identify, or accept the need.
  28. 28. Potential difficulties in staff development & training activities Shortfall in training skill or experience Fear that trained employee – Will leave the organization or Will be poached by competitor Cynical attitude to Staff development-Not directly measurable  Treated as ‘Cost’ and not as ‘Investment’.
  29. 29. Thanx

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