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STAFFING
Employee indoctrination:
Begins as soon as a person has been
selected for a position, and continues
until he has been socialized to the
norms and values of the work group
Adjustment of an employee to both the
organization and the work
environment.
purposes of indoctrination:
1. Establish employee attitudes toward
the organization, unit, and
department.
2. Provide necessary education for
success in the position
3. Enhance feeling of belonging and
acceptance (increase employee
satisfaction & higher productivity).
A- Induction:
- After the employee has been selected
and before beginning his job role.
- Activities that educate new employee
about the organizational policies and
procedures.
- Ex. employee handbooks, signed by
employees, this signed form placed in
the employees personnel file
B- Orientation:
-The manager introduces the nurse to her/his
new job, agency policies, facilities, and
coworkers
- may be critical to his future job satisfaction
and performance
- Includes a tour of the hospital, depts., fire
safety, accident prevention, and health
promotion
- Manager may develop orientation schedule
C- Socialization:
- Leader introduces employees to unit values,
attitudes and culture
Clarifying role
expectations:
1- Role models:
- (someone you admire or want to
emulate) :
- Role models are experienced,
competent employees.
- Increase number of excellent role
models increase possibilities for new
employees to perform well.
2- Preceptors:
Experienced nurse who provides
emotional support and is a strong
clinical role model for the new nurse,
Preceptor should serve as a role
model and an educator .
3- Mentors
Mentoring is an intense relationship
between a new person and
knowledgeable & wise person in that
area
Mentors serve a useful role in
adapting the nurse to the manager
role
2.
3.
4.
5.
Communication is difficult
3- Team Method:
- Delivery of nursing care by nursing
staff of various educational
preparations
- The team is led by a registered nurse
and may include other levels of
nurses.
- Team members provide pt care under
the direction of leader.
- leader resolve problems facing team
members
- Leader does the work other members
Disadvantages of primary
method:
1.
2.
3.
Staffing Schedules
Decentralized staffing:
1.
2.
3.
4.
1.
2.
3.
1.
2.
3.
* Advantages of Centralized
scheduling:
1. Fairness to employees through
consistent, and impartial application of
policies.
2. freeing head nurses for other activities
* disadvantages of Centralized
scheduling:
1. Low flexibility & interest for the worker.
2. Managers can easily grow
unresponsive to personnel budget
* Permanent shifts:
- Relieve nurses form stress
associated with alternating .
- Provide social, educational, and
psychological advantages
- Advantages:
1. Sense of belonging to their shifts
developed
2. Job satisfaction
3. Easier to evaluate
Variable staffing :
- Method that uses pt needs to determine
the number and mix of staff.
- Shifting hours and no. of working days in a
week
Variables affecting staffing:
- Pts factor: types of pts, their expectations,
length of stay, etc. complicate staffing
- Personnel factor: policies, educational and
experiential levels, job descriptions,
absenteeism and the competition affect
staffing.
- Environmental factors: number of pts
beds, availability of supplies and
equipment, the organizational structure,
* Staff development
The better trained the staff, the less
numbers required
Staff development then is costeffective in increasing productivity
Education and training are two
components of staff development may
occur inside or out side the
organization