Mrs.
Reena Vincent
Professor
JMCON
Central objective
At the end of the class students in-service
education and able to describe and apply
while working in the clinical and educational
setting
Specific objectives
At the end of the class student are able
Define Staff development
Define In-service education –
Describe Concept in in-service education
Enlist the Aims in-service education
Explain the Nature of in-service education
Explain the Scope of in-service education
Explain the Need of in-service education
Describe the Objective of in-service education
Principles of in-service education
characteristics in-service education
Approaches in-service education
Factors influencing in-service education
Principles in adult learning
Planning for in-service education Steps /Evaluation
methods
Problems in in-service education
Benefits of in-service education
Difference between in-service education and continuing
education
Let us never consider ourselves finished nurses
Florence Nightingale
Definition:
Staff development refers to all training and
education provided by an employer to
improve the occupational and personal
knowledge, skills and attitude of vested
employees
Definition
In-service education is a planned
instructional or training program provided by an
employing agency in the employment setting and
designed to increase competence in a specific area
CONCEPTS OF IN-SERVICE
Planned education activities
EDUCATION
Helps a person to
improve Concept of in-
performance service Provide in a
effectively education job setting
Closely identified with services
Aims of in-service education
Professional Update the
development knowledge
Improve the Eliminate
creative deficiencies
ability
Nature of in-service education
It is planned activity with predetermined objectives
and criteria for evaluation .
Designed to meet specific needs, remove
shortcoming in learning or correct shortcoming in
skill of employees.
Focus on more effective functioning of employees.
Focus on more better functioning of the
organization.
Conducted with the full support of the organization.
Adult teaching principles are taken into
consideration.
General educational principles are also taken into
consideration.
The philosophy and objectives of in-service
education program is in line with the goals of the
health care organization.
Scope of in-service education
It helps to meet the needs of the specific health care
organization .
It enhances the knowledge ,skill and attitude for
improving the performance of present job .
Provide credit points to nurses essential for
renewing their nursing license by the state nursing
council.
Helps in standardizing methods and procedures.
Improve the quality and efficiency of patient care
Help to establish high standard of nursing care to
patient care.
Improve communication skills and thereby team
work among nurses.
Provide training for special functions such as
management, team building etc.
Improve morale of employees.
Need
Social changes and scientific advancement
Changes and advancement in the field of service
Increased the demand of nursing services , quality
care .
Rapid changes in medical and nursing practice.
Nurses to function at her highest potential as
quickly as possible
Health care delivery system become more complex
Objectives
Enhancing quality Professional
care practice Latest knowledge
Job satisfaction Skill development
objectives
of in-service
Communication skills
education
Discover potential Retain staff
Behaviour Performance
change improvement Staff development
Principles of in-service program
Start with most disturbing problem
Work with personnel
Simple organizational structure
One thing at a time
Simple and short term projects
Give time to time
Move step by step
Flexibility in program
CHARACTERISTICS of GOOD IN-
SERVICE EDUCATION PROGRAM
It should be given in job setting .
Every program 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.
Approaches of in-service education programe
1 .Centralized Approach
Conducted by nursing personnel in the central
administration of the agency.
Advantages:
Budget control
Evaluation of program can be facilitated
Prior decision on resources, people, places and
things
Committees are directed to work on specific
problems identified by administration.
Disadvantages
It may lead to in reducing spontaneous, interested
participation and enthusiasm of learners.
2.Decentralized Approach
It is planned by and conducted for the
employees of one or more units.
The employees are expected to keep
administration informed of their activities, the
employees are expected to develop and
direct their own learning experiences.
In this approach, control in planning for a
in-service is a responsibility of
employees.
Advantages:
Individuals are working in the same unit and
confront problems are common
Share the responsibilities for meeting the in-
service needs
Proper contribution of the participants is
expected
Disadvantages:
Lack of leadership
Conflicts
Inefficiency
Less or no budget
3 .Co-ordinated Approach
It is a compromise between the centralized
and decentralized patterns .
This approach involves both nursing
administrators and practitioners in
complementary way.
ADVANTAGES
Mutual co-ordination and assistance to central
administration is improved
Duplication is avoided
Unity of efforts is maintain
Orientation Skill training
Areas of in-service
education program me
Leadership and
management Continuing education
1 ORIENTATION
Is the process of acquiting a new staff with the
existing work environment so that he/she can
relate quickly to his/ her new surroundings.
Types of orientation
Two types
General orientation
Specific orientation
Importance
Provides essential ,relevant and necessary
information
Helps employee to gain confidence .
Lessen the time for the employee to learn
about new situations related to job settings
Helps the new employee to develop a sense of
belonging her.
Help new employees in solving initial problems
and adjust the new situations /environment .
Acquaints her with personnel services readily
with in the institution /community.
It eliminates
Learning by trial and error
Passing of incorrect information by old employees
and peers
Reduces misinterpretation
Mistakes and confusion
Apprehension
The duration of orientation varies according to
areas usually 3 stage processes.-
Orientation to overall organization, to
the specific department and to the
specific job
The organization information includes history,
philosophy, mission,goals,objectives,organizational
structure etc.
Under personnel information personnel policies,
procedures, compensation issues, benefits,
physical facilities etc.
The important aspects of the orientation of
department includes departmental functions,
activities, policies, rules and regulations,
introduction to staff members of the
department .
Regarding the orientation to the job
Job description, responsibilities, records and
reports, performance standards, supervision
practices, instruction on use of equipments,
monitors, regarding supplies materials and
routines.
Advantages
Adjust to work
Be strongly motivated to learn
Able to function effectively
Feel wanted and needed by co-workers and
supervisors.
2 Skill Training Program
Skill training may be a manual or technical skill
of doing for 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
program.
It is designed to new and older staff.
OBJECTIVES
To help the nursing personnel to perform
correct methods and procedure with
understanding .
Establishing standards and quality of services .
Procedure to skill nurses to skilled nurses.
TYPES OF SKILLS
Psychomotor skill
Cognitive skill
Teaching skill
Affective skill
Communication skill
Supervisory skill
Training principles
The trainee must be motivated to learn
Learning must be reinforced
Materials must be meaningful and
communicated
Multiple senses learning should be applied
The material taught must be transferred to the
job situation
Feedback is must to achieve required and
appropriate learning .
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.
Need can identified by incident reports, turnover
rates, patient audits and quality control reports.
Objectives
De centralize leadership management
competency
Permit increased delegation of authority
Promote good morals among administrative
personnel
Reducing turn over in top positions
The areas of leadership and management
Self confidence
Communication skills
Leadership skills
Mentoring hiring and training employees
Developing esteem from peers and direct
reports
Eliminating public speaking fear
4 .Continuing education
Continuing education is all the learning
activities that offer an individual has
completed his basic education.
cooper
Aim of continuing education
Improvement of professional practice .
To motivate the staff to seek the latest
knowledge.
To keep the nurses with the latest development of
technologies .
It develops interest ,job satisfaction, and
confidence.
Need for continuing education
To develop employee by updating the knowledge
It helps employee to respond effectively to the
challenges of current social changes
It helps to improve the health care economic and
educational opportunities
It helps to improve the new health pattern of
healthcare
Enable to provide excellence service
Ensures professional development
Aids in career advancement
Extramural education
It is a community based continuing education
directed towards meeting job related learning
and other personnel
example conferences seminars etc
FACTORS INFLUENCING IN-SERVICE
EDUCATION
Cost of healthcare –it adds additional
expenditure on health care delivery system.
Manpower need qualified human resources, leads to
increase human resources.
Changes in nursing practices – it leads to
frequent changes in the program.
Standards :–very important to maintain the
highest standards of nursing practice.
Principles of adult learning
1 Need assessment –what is to be learned .
2 Safety in the environment &the process –
context for learning made safe .
3 Sound relationship- between teacher and
learner among learners .
4 Sequence of context and reinforcement.
5 Learning by doing .
6 Respect for learners as decision makers .
7 Involve cognitive ,effective and psychomotor
aspects of learning .
8 Immediacy of the learning .
9 Clear roles and role development.
10 Team work and use of small groups.
11 Engagement of learner in what he/she is
learning.
PLANNING FOR IN-SERVICE EDUCATION
Involves the following activities
Determining the objectives of program based on
the identified learning needs.
Deciding the content of the program.
Deciding the date ,schedule and venue of the
programme.Duration of program.
Decide the method of teaching .
Decide upon educators the way of preparing
learning material, like booklet or CD.
Decide upon the credit hours allotted by the
state nursing council.
All the planning should consider characteristics
of adult learners ,principles of adult learning and
strategies of adult learning.
Developing an evaluation criteria of the
program.
Organization /Steps in in-service
education programme
1 Assess needs
It is planned only expressed interest ,desires
and needs of nursing personnel.
The educational programmes should meet
present needs and forecast all future problems
.
2 Planning
The planning committee will decide the
content ,educators , date of program,
schedule, objectives of program, criteria of
evaluation and method of teaching.
3. Implement phase
It is the conduct of in-service education
program.
it is conducted by effective utilization of
resources with special emphasis to principles
of adult learning and general principles of
education.
4 .Evaluate program
It is the process of determining the
effectiveness of the in-service education
program me in terms of cost effectiveness,
achievement of objectives ,extent of
transferring learning from the learning
situation to actual use on the unit .
EVALUATION METHODS
A Evaluation methods
Are used to asses the reaction, behaviour of
learning of participants.
B. Steering committee
Formed with 3or 4 members of trained
participants, these members interact with other
participants informally.
The views of participants then complied and to be
given to the program coordinator .
c.Trainees diaries
The participants are given diary at the beginning
of the program they are asked to write their views
and opinions on it every day otherwise 15 mts
given at the end of the program to write the
views.
The diaries are collected at the end of the total
program .
Evaluation of trainees
Done in four areas
Trainees performance evaluation
Questionnaire is to be developed and give to
the participants
Name of the Poor Average Good V. Good Excellent
trainer 1 2 3 4 5
1. Introduction
of topic
2.Content of the
topic
3. Continuity of
the topic
4 .Voice was
clear
5.Was interested
in training
Preparation of the report
The report should be prepared with the
following elements
Date and duration of education program
The group of individuals ,with basic
qualification and No of individuals in group
Planning components of in -service education
Coordinator of the program and resource
persons available
Purpose and topic of the program
Evaluation tools used –knowledge ,skill
Evaluation report related to change in
knowledge and skills, attitudes and
performances based on education program.
A brief summary of all areas to be recorded
and submitted to concerned authority.
Advantages
Upgrades the professional knowledge and
ability of the nurse .
Improves leadership qualities
Disadvantages
Time consuming
Disturbs the normal ward routines
Can be expensive
Not so easy to organize
Conditions for success of in-service
education program
Must be planned and systematic
Must be based on organizational philosophy
Must be realistic with approval and support of
administration
Have attendance and participation of
personnel concerned
Proper arrangement of welfare measures
Lack of
Lack of interest Lack of incentives motivation
Administration Inappropriate
problems Problems related to methods
in-service education
Organization program Inadequate
problems evaluation
Functional
Inappropriate
problems curriculum
Lack of specification
Lack of follow up Inadequate
of objectives
programmes training
BENEFITS Of INSERVICE EDUCATION
For the employees
Leads to improved professional practice
Aids in updating knowledge ,skills and attitude of
nurses 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 maintain old competencies
FOR THE ORGANIZATIONS/EMPLOYER
Keeps the nursing staff enthusiastic in their
learning .
Develop interest and job satisfaction among the
staffs
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 .
ROLES OF ADMINISTRATOR IN
INSERVICE EDUCATION
Applies adult learning principles when helping
employees learn new skills or information
Uses teaching techniques that empower staff .
Sensitive to the learning deficits of the staff and
creatively minimize these difficulties .
Prepare employees readily regarding knowledge
and skill deficits.
Actively seeks out teaching opportunities .
Frequently assess learning needs of the unit .
Ensures that all staff are competent for roles
assigned.
Ensure that there are adequate resources for staff
development
Assumes responsibility for quality and fiscal control
of staff development.
Provides input in formulating staff development
policies.
In-service education Continuing education
Meaning Learning experience provided by All the learning activities
an employing agency in the that offer an individual
employment setting has completed his basic
education
Responsibility Employing agency Individual
Basic concept Improve worker performance Self directed learning
Venue Employment area Not limited to area of
employment
Utility value In areas of employment In areas of employment
and all aspects of living
Work Improved in area of work Improved in general
performance
Sample in-service education programe
In-service education program for new joined nurses
Date -From ……..to …. ……
venue______ Time -------------
Participants –
Teaching methodology -
Registration fee
Topic -
Objective
To familiarize the newly appointed staff nurses with
hospital departments and job
Date Time Topic Resource person
Day 1 9to 9.30 am Reporting to nsg supdt,joining letter, Nsg.supdt
……….. admission document
Monday
9.30-10.45 Introduction to hospital infrastructure Coordinator of
am ,philosophy,objectives the CNE of the
Various departments organization chart hospital
10.45-11am Tea break
11-12am Hospital policy &personal policy Assit.Nsg.supdt
12-12.30pm Introduction to CNE program and credit Coordinator CNE
hours program
12.30- Lunch
1.30pm
1.30-2.30pm Observational visit to hospital wards Assit.supdt
&ICU
2.30-3.30pm Orientation to performance appraisal Nsg.supdt
3.30pm - Orientation to the assigned ward Ward in charge
4.30pm
References
1. Vati J. Principles and practice of nursing management and
administration .Ist ed ,Jaypee publishers . New Delhi 2019.
2. Venkataraman .A.New Trends In Management Of Nursing Service
And Education. The health science publisher .New Delhi,I ed.2017
3. C.Verghese. The nurse administrator .Ist ed.New age international
limited publishers, 2016.
4. MR Beena, GL Harikrishana&JC Kiruba .text book of
management of nursing service and education 1st ed.CBS
publishers 2022
