Staff in an expansion of the personality of executive which means more eyes
Introduction
Staff in an expansion of the
personality of executive which means more eyes, more ears, move hands to help
the executive in forming and carrying out his plans. The help vendered by the staff is
anonymous. The staff work means the
service of advice or counsel while line work is the function of authority or
command.
MEANING OF
STAFFING
Staffing is the systematic approach to
the problem of selecting training, motivating and retaining professional and
non – professional personnel in any organisation. Staffing is a logical operation that consists
of several interdependent action as given below.
1.
Identifying
the type and amount of service needed by agency client.
2.
Determining
the personnel categories.
3.
Predicting the
number of personnel in each job category.
4.
Obtaining
budgeted positions for the number in each job category.
5.
Recruiting personnel
to fill available positions .
6.
Selecting and appointing personnel from suitable
applicants.
7.
Combining
personnel into desired configuration by cut and shift.
8.
Orienting
personnel to fulfill assigned responsibilities.
9.
Assigning
responsibilities for client services to available personnel.
PHILOSOPHY OF STAFFING
Nurse administrators of a hospital
nursing department might adopt the following staffing philosophy.
·
Nurse
administrators believe that it is possible to match employees knowledge and
skills to patient care needs in a manner that optimizes job satisfaction and care
quality.
·
Nurse
administrators believe that the health teaching and rehabilitation needs of
chronically ill patients are so complex.
·
Nurse
administrators believe that a master staffing plan and policies to implement
the plan in all unit should be developed centrally by the nursing heads and the
staff of the hospital.
·
Nurse
administrators believe the staffing plan should be administrated at the unit
level by the lead nurse.
OBJECTIVES OF STAFFING
1.
Provide an all
professional nurse staff in critical care units, operating room labour and
delivery unit and emergency room.
2.
Provide
sufficient staff to permit a 1:1 nurse patient ratio for each shift in every
critical care unit.
3.
Staff the
general medical, surgical, obstetrics and gynecology, pediatrics and
psychiatric units to achieve 2:1 professional practical nurse ratio.
4.
Provide
sufficient nursing staff in general medical, surgical, obstetrics, pediatric
and psychiatric units to permit a 1:5 nurse patient ratio on a day and
afternoon shift and 1:10 nurse patient ratio on night shifts.
5.
Involve the
head of nursing staff and all the nursing personnel in designing the
departments overall staffing programe.
6.
Hold each head
nurse responsible for translating the department master staffing plan to
sequential eight week time schedules for personnel assigned to her / his units.
7.
Post time
schedule for all personnel at least eight weeks in advance.
8.
Empower the
head nurse to adjust work schedules for unit nursing personnel to remedy any
staff excess or deficiency accused by census fluctuations or employee absence.
9.
Inform each
nursing employee that requests for specific vacation or holiday time will be
honoured within the limits imposed by patients care and labour contract
requirements.
10.
Reward
employees for long – term services by granting individuals special time request
on the basis of seniority.
FACTORS
INFLUENCING STAFFING
The factors influencing staffing
requirements in the nursing service unit are as follows.
1. The client to be served
The client is the most important
determinant of nursing personnel requirement.
The amount and kind of services required depend on the type of the
client.
2. The hospital
The physical setup of hospital also
depends on how the clients are grouped according to nursing care needs.
3. Policies and compositions of
medical staff
The composition of the medical team
and the policies concerning with them also play an important role.
4. Use of nursing skills
The requirement of the nursing
personnel is affected by the by the number and type of health team members and
the amount of responsibility to be shouldered in planning the therapy for each
patient and provide care.
5. Supportive services
The degree to which supportive
services are provided has a significant impact on requirement for nursing team
members.
6. Administrative Policies
Administrative policies governing
patient and unit management passes leave regulation of visitors, recording and
reporting have impact on staffing.
7. Presence or absence of
clerical assistance
The clerical responsibilities are
taken up by the nursing staff in the absence of a ward clerk.
8. Allocation of personnel
The ethical and professional
competency required from individual staff also plays and important role.
Staffing
PATTERN
In determining the number of nursing
service personnel required to staff a patient unit consideration must be given
to the number required on a yearly basis, weekly basis and daily basis. They are
a. Computing
number of nurses required on a yearly basis.
1.
Find the total
number of general nursing hours needed in one year. Average patient census x average nursing
hours per patient for 24 hours x days in week x weeks in year.
2.
Find the
number of general nursing hours needed in one year which should be given by
registered nurses and the number which should be given by ancillary nursing
personnel.
a.
Number of
general nursing hours per year x per cent to be given by registered nurses.
b.
Number of
general nursing hours per year x per cent to be given by ancillary nursing
personnel.
3.
Find the
number of registered nurses and ancillary nursing personnel required on a
yearly basis
a.
Registered
nurse hours needed per year divided by hours given per year by one registered
nurse (hours on duty weekly per nurse x weeks on duty during year per nurse).
b.
Ancillary
nursing hours needed per year divided by hours given per year by one person
(hours on duty weekly per person x weeks on duty during year per ancillary
person)
b. Computing
number of nurses assigned on weekly basis.
1.
Find the total
number of general nursing hours needed in one week. Average patient census x average nursing
hours per patient in 24 hours x days in week.
2.
Find the
number of general nursing hours needed in the week which should be given by
registered nurses and the number which could be given by ancillary nursing
personnel.
a.
Number of
general nursing hours per week x per cent to be given by registered nurses.
b.
Number of
general nursing hours per week x per cent to be given by ancillary nursing
personnel.
3.
Find the
number of registered nurses and ancillary nursing personnel required on a
weekly basis.
a.
Registered
nursing hours needed per week divided by hours on duty weekly per nurse.
b.
Ancillary
nursing personnel nursing hours needed per week divided by hours on duty weekly
per ancillary nursing employee.
c. Computing
number of nurses required on daily basis
1.
Find the
fraction of the registered nurse and ancillary nursing personnel regularly
assigned to the unit on a weekly basis who are on duty daily. Days working each week divided by total days
in week.
2.
Find the
number of registered nurses and the number of ancillary nursing personnel on
duty daily.
a.
Number of
registered nurses assigned to the unit weekly x fraction of registered nurse
personnel on duty daily.
b.
Number of
ancillary nursing personnel assigned to the unit on weekly basis x fraction of
ancillary nursing personnel on duty daily.
One method for determining the
nursing staff of a hospital
To
determine the number of nursing staff for staffing a hospital involves
establishing the number of work days available for service per nurse per
year. This information is obtained by
subtracting holidays, days off, average number of days of sickness and absence
for other reasons from the total days of the year.
Example Analysis of how the days
are used:
Days
in the year 365
Days
off 1 day / week 52
Casual
leave 12
Privilege
leave 30
1
Saturday / month 12
Public
Holidays 18
Stick
leave 08
Total
non working days 132
Total
working days per nurse per year 233
The average number of sick / maternity
leave days taken can be obtained from administrative records. In a document issued by the Ministry of
Health at the
Example:
To show the amount of nursing time
available in a hospital with 20 nurse and 100 patients, i.e., ratio of 1:5
(This is exclusive of administrative, teaching and departmental nursing staff).
1. Nurse = 233 working days per year
20
nurses = 233 x 20 = 4660 working days per year
To
complete the number of nurses available per day, divide 4660 by the number of
days in the year
Rounded off to 13
If
the 13 nurses each work an eight hour day, they may be assigned as follows
Day Shift 6
Evening 4
Night shift 3
13
This
would show the following ratio of nurses to patients:
Day
shift 6 nurses per 100 patients or 1:17
Evening
shift 4 nurses per 100 patients or 1:2
Night
Shift 3 nurses per 100 patients or 1:33
From
this the average amount of time available per patient within a 24 hour period
may be computed as follows
Day
shift ratio 1:17
Minutes
available 1 x 8 x 60 = 480 / 17
= 28 minutes
12 seconds
Evening
shift ratio 1:25
Minutes
available 1x8x60=480/25=19 minutes
12 second
Night
shift ratio 1:33+
Minutes
available 1x8x60=480/33=14 minutes
30 second
Time
available per patient
In
24 hours period = 61
minutes 54 seconds.
Factors
of staffing
Important
factors of staffing
a. Quality and
quantity of nursing personnel
b. Utilization
c. Other factors
c) OTHER FACTORS
i) Acutely ill
Where the life saving is the priority
or bed ridden condition which might required 8-10 hours per patient per day.
ii) Moderately ill
In this case 3-5 hours per patient per
day are required in 24 hours and the nurse patient ratio 1:3.
iii) Mildly ill:
In this case 1-2 hours per patient per
day and for such patients 1:6 or 1:10 nurse patient ratio is to be adequate.
RECRUITMENT
Definition
Recruitment is a process, of securing
applicants to fill vacant positions. It
cares both the filling of new and replacement of previously established posts
which fall vacant.
Recruitment policy
The
recruitment policy includes
·
Discovery and
cultivation of the employment market for posts / marketing a job in the public
or private services.
·
Use of attractive
recruitment literature and publicity.
·
Use of
scientific tests for determining abilities of the candidate.
·
Tapping
capable candidates from within the services.
·
Placement
programme which assigning the right man to the right job.
·
A follow up
probationary programme as an integral part of the recruitment process.
Recruitment methods
Health agencies use multiple to
recruit needed employees as follows
Advertising
By giving advertisement in newspaper
of local, regional, national and international levels and also journal
advertisement. The advertisement should
be designed in such way that arouses the interest of postential candidate. The media of advertisement should be selected
carefully. It is always better inserted
in a newspaper or journal.
Career day programmes
In some places nursing schools and
collages herd annual career day programmes during which recruiting officers from
local health agencies inform senior students about employment opportunities in
those organizations.
Open House
It is showcase of the opening of a new
service of educational progrmame. If health
agency is well organized and their setting will be attractive to idealistic,
service oriented nurses.
Employee referrals
Is the method in which the present
staff recruit their nurse acquaintances i.e, recruiter who wishes to fill
positions in a particular nursing unit should ask employees in the unit to
recruit nurses with whom they have worked comfortably in other settings.
Selection:
The steps which constitute the
employee selection process are the following.
·
Interview by
personnel department.
·
Pre-employment
tests.
·
Interview by
department head.
·
Recision of
administrator to accept or reject
·
Medical
examination
·
Check for
references
·
Issue of
appointment order
Interviewing
Interviewing is the main method of
appraising an applicant’s suitability for a post.
Pre employment interviewing
These tests include
1.
Tests in
general ability – intelligence tests.
2.
Test in
specific ability – aptitude tests
3.
Tests for
achievement trade tests
4.
personality
tests
Orientation
Orientation is the process of
acquainting a new worker with the work environment so that she or he can relate
quickly and effectively to new surroundings.
Promotion
The term promotion refers to a change
for better prospects from one job to another job deemed by the employer.
CONCLUSION
Staffing should reflect that the
planning has taken all the local factors affecting staffing in relation to the
quality and quantity of personnel optimum utilization of available nursing
personnel needs high level of wisdom, problem solving and human relations
skills and above all a cool mind. After all there is some limit to human
endurance. To rectify the anomaly, the
political will is the need of the day.
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