In-service Education Topic (Management of nursing services and education) Final year Basic BSC Nursing

1. INSERVICE
EDUCATION
By Premnath Pitambar Somwanshi

3. INTRODUCTION
 In service education is the continuation of education
 when the employee is in service.
 It is an organized educational programme to assist the individuals in an organization in
attaining new skills and knowledge, gaining increased level of competence and growing
professionally.
 In service education may be part of any program of staff development.

4. DEFINITION
 In service education is a planned education intended to build upon the
educational and experimental basis of the professional nurse for the
enhancement of practice, education, administration and research or theoretical
development aimed at improving the health of the public.
-TheAmerican NursesAssociation
 The education given to a nurse while in service for her professional growth is
called in-service education.
-N.N. Yalayasamy

5. AIMS
 It helps to improve professional growth and development.
 It gives chance for promotion for the staff members.
 The individual nurses upgrade their knowledge and skills.
 It enhances to improve the performance while rendering care to the clients.

6. CHARACTERISTICS
 It is provided with job setting It is planned and ongoing.
 It is designed to meet their demands of changing needs
like scientifically, technically, medically in respect to
patient care and treatment.
 Inservice education mainly focus on efficiency and quality
of services.

7. PURPOSES
 Helps to improve professional competence.
 Keep the nursing personnel abreast of the latest trends and development of new
techniques.
 Helps to update the knowledge and skills at all levels. Nurses can update the knowledge
regarding current research and development.
 Develops interest and job satisfaction among the staff. Encourage the employees
in achieving staff development and self confidence.
 Develops leadership skills, motivation and better attitudes

8. SCOPE
 Maintenance of familiarity with new knowledge and subject matter.
 Increased skill in providing service Improved attitudes and skills
 Greater skill in utilizing community resources and in working with adults.
 Development and refinement of common values and goals

9. NEEDS FOR INSERVICE EDUCATION
 Needs for development of manual, behavioral and communication skills
essential for execution of their jobs.
 Needs for development of decision making and managerial skills.
 Needs for introduction to their routine job, which are expanding new, higher,
complicated.
 Needs for development of leadership skills
 Needs for development of analytical and innovative thinking for investigating the
potentialities and efficiency of their job

10. ORGANIZATION OF INSERVICE
EDUCATION
 Orientation
 Skill training
 Leadership and management development
 Continuing education

11. ORIENTATION
 Orientation means providing new employees with basic information about the employer
COMPONENTS OF ORIENTATION
1) Centralized Orientation
2) Decentralized Orientation

12. CENTRALIZED ORIENTATION
It focus on 3 areas:
1. General Orientation:
 Physical set up of organization
 Philosophy
 Purpose and roles of employees
2. Hospital Orientation:
 Services available for staff and patients in the hospital.
 Resources available
 Library facilities

13. CONT…
3. Orientation to the Nursing department:
 Organization of nursing department.
 Different categories of nursing personnel.
 Special programmes and activities for nursing personnel

14. DECENTRALIZED ORIENTATION
It focus on the:
1. Orientation to nursing unit:
 ward routine, admission procedure
2. Orientation to the nursing team:
 duties, responsibilities, functions

16. SKILL TRAINING
 It provides employees with skills and attitudes required for the job and keeps them abreast of changing methods
and new techniques
Types of training:
 Basic literacy training
 Technical training
 Interpersonal skills training
 Problem solving training
 Diversity training

18. LEADERSHIPAND MANAGEMENT
DEVELOPMENT
 It equips a selected group of employees to shoulder growing responsibilities and new
positions.
 Staffs should have skills in leadership and management in order to
guide employees.
 They mainly focus to develop:
 Leadership skills
 Communication skills
 Performance Management skills
 Decision making skills

19. CONTINUING EDUCATION
 Continuing education is all the learning activities that occur offer an individual has
completed his basic education.
 AIMS 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

20. ADULT LEARNING
 Adult education is a formal and informal system of education for
older and mature persons
 It is carried out on a part time basis and entirely voluntary.
 It involves conscious effort towards developing the individual
capabilities of adults by public or private agencies through
informational, cultural remedial, vocational, recreational, and
professional

22. PRINCIPLES OF ADULT LEARNING
1. Need assessment which means that based on the requirement of the students,
the teaching and learning curriculum are organized.
2. Providing security in the learning environment among candidates, which
means protecting from natural hazards and fire.
3. Developing good relationship with learners and the teachers.
4. Reinforcing or rewarding for better performance to motivate the learner to
learn further in better way and perform well.
5. Teaching by demonstration techniques or providing real or simulation
environment where the learners study by real life applications rather than
sticking only to theory.

23. CONTT…
6. Give respect to the students in their decision making in learning. Teaching
should be two way communication, thus making learning interactive.
7. Adult education successfully implemented by team work.
8. Develop psychomotor skill.
9. Develop accountability.
10. To improve cognitive and affective domain.
11. Explains the future roles that the adult learners are going to face.
12. Provide all round development.

24. Principles of
developing in
service
education
program
Start with most
disturbing
problems
Simple
Organisational
Structure
One thing at a
time
Simple and
Short-term
Projects
Move Step by
Step
Flexibility in
program

25. METHODS OF INSERVICE
EDUCATION PROGRAMME
1. Demonstration
2. Conference
3. Class room observations
4. Committee
5. Field trips
6. Panel
7. Workshops
8. Role Playing
9. Brain storming
10. Buzz session
11. Research
12. Tape Recordings

26. Planning of Inservice Education Program
 Steps in Planning Process:
1. Assess needs:
Need to realize the importance of early recognition of changes in nursing service,
technology, public demands, patient occupancy.
2. Set goals and define specific objectives:
The primary goal of in service education program is imparting information to
change the way of person performances, think or feels.

27. CONTT..
4. Select Resource person:
When selecting the individuals as resource person, the attributes should be kept
in mind are:
Ability to serve as models for learners. Knowledge about concepts of
adult learning.
Expertise experience and clinical competence in the area to be covered.
Should know how to communicate knowledge. Willing to assist in the
evaluation process.

28. CONTT...
5. Resources:Assessing the available resources for establishing the
programme.
6. Budget:Establishing a workable budget appropriate for the programme.
7. Evaluating: Assessing the results at stated intervals, that is soon after the
programme or within one week.
8. Reassssing: Checking the goals and updating the plan periodically.

29. EVALUATION OF STAFF
EDUCATION PROGRAMME

30. DEFINITION OF EVALUATION
 Evaluation is the process of determining to what extent the educational
objectives are being realized.
- Ralph Tyler.
 Evaluation is systematic examination of educational and social programme.
- Conbach et.

31. BENEFITS OF EVALUATION IN
INSERVICE EDUCATION
 Promote knowledge and skill efficiency to train and develop staff .
 Identify cost effective and valuable training programme leading to better
focused learning and development.
 Use and reinforce techniques learned to help improve qualities and client
service within the organization.
 Helps to define future development objectives.

32. STEPS OF EVALUATION
W.B. Werthis and K. devis in “ personnel management and Human
resources" Suggested 5 steps of evaluation of staff development
programme:
1) Evaluation criteria should be established.
2) Participant should be given a pretest.
3) After training post test should be given.
4) Transfer of the learning to the job setting performance area.
5) Follow up studies should be undertaken to see how well
learning was retained.

33. TYPES OF EVALUATION
Two types
1. Formative evaluation:
 Formative evaluation takes place during the training programme to monitor
the learning progress.
 Feedback to the trainer provides provides for modifying the form and
process training if necessary.
 Tests used for formative evaluation are mostly prepared by the teacher
trainer.

34. CONTT..
2. Summative evaluation:
 It takes place at the end of the programme
 It is designed to determine the what extent which
 the instructional objectives have been achieved.
 This evaluation confirms both the improvement in the trainees performance and the
training itself.

35. METHODS OF EVALUATION
Evaluation instruments or Methods:
 Records are used to measure the turnovers or absenteeism.
 Rating scale are used for performance , attitudes and judgement of ability.
 Questionaire used to measure decision making, problem solving, attitudes.
 Observation technique use to evaluate skills.
 Personality tests to measure the changes in ability or knowledge.

36. CONTT..
 Information Evaluation
Questionnaire can be used because it gives information which can be
compiled and used.
 Steering Committee
Acommittee is formed with 3 to 4 members of trainee participants these
members interact with other participants informally about different aspects of
the programme .
The views of participants then compiled and to be given to the programme
coordinator.

37. CONTT..
 Trainees Dairies
The participants are given diaries at the beginning of the course and they are
asked to write their views and opinions everyday.
The diaries are collected at the end of the total programme

38. PREPARATION OF REPORT
The report should be prepared with the following elements:
 Date and duration of Education programme .
 Coordinator and resource persons.
 Purpose of the topic of the education programme
 The group of individuals with basic qualification and number of individuals
in the group.
 Planning components of in service education.
 Evaluation tools used for the evaluation of knowledge and skills
 Abrief summary of all the areas to be recorded in the report and submitted to a
higher authority.