...Guideline Title Training Needs Analysis (TNA) and Training Plan: For Staff Caring for Women and the Newborn Moira Hodgson, Midwife Manager/Training Lead Dr. Stephen Sturgiss January 2010 Updated June 2011 to incorporate Newcastle Birthing Centre Staff requirements January 2013 Author Clinical Director Approval Effective from Review Next review 1 1. Introduction The training and development of staff is pivotal to the Trust and Directorate’s overall vision and objectives for maternity services in regard to the delivery of safe, effective and quality client care. It is also important that learning and development resources are targeted appropriately to ensure their efficacy whilst reflecting both service priorities and governance requirements. 2. Purpose and scope The Directorate is committed to ensuring a highly motivated and highly skilled workforce that can serve the women, babies and families in our care both safely and effectively. The unit has adopted a systematic approach to training for all relevant staff groups who provide care. This training needs analysis (TNA) and training plan outlines the minimum training needs of all relevant staff groups within the Directorate and provides details of the comprehensive programme of educational sessions. The TNA focuses on the service specific training requirements considered to be mandatory by the Directorate to meet policy and CNST requirements. Trust wide mandatory training requirements are identified...
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...| Health, Safety and Welfare | Main elements of effective health and safety policy along with the organizational arrangements necessary for its implementation | | Nipuna Rangana Rathnayaka | ICBT/MT/CV/03/07 | | Introduction This is the second assignment given to us under the Health, Safety & Welfare subject. The scenario of a construction site is given with the situations that occurred and occurring and we have to provide solutions for the health and safety concerns as the appointed safety manager. Table of contents Task 2 Task 2.1 a. Analyzing of existing safety policy and procedures b. Roles of individuals Task 2.2 * Recommended Training for the present situation Task 2.3 * Methods of recording health and safety inspections Task 2 Task 2.1 a. Analyzing of existing safety policy and procedures * Safety Policy of the organization As the organization states XYZ Co Limited is bound to ensure the health, safety and welfare of all the employees employed and the contractors. Also their policy states that they will accept the responsibilities for their activities which affect other persons. * Provide and maintain safe machinery and reasonable, practical safe systems of work to ensure health and safety by assessing risk periodically. As the above policy state, the XYZ construction Co Ltd is committed to provide and maintain the safety of the employees by ensuring the equipment and machines present in the construction...
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...For examples, the supervisors at the facility have meetings periodically to access the crisis response plans, provide psychiatric evaluation and screening while working with other resources such as case managers, and day treatment program, making sure every effort is achieved by understanding the client's needs, offer a full range of crisis interventions and strategies, documents properly and effectively, conducts and documents psychosocial assessments/evaluations, and lastly environmental and social needs of clients and their families (USDHHS, 2003). Edward stated that at the facility where he works, they take every crisis seriously, he encourages his staff to treat the clients and their families with the utmost respect. Another comparison of what Edward talked about and the Mental Health All-Hazards Disaster Planning Guide, it mentioned continuing education. He mentions continuing education is important and is mandatory when it comes to working...
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...rates and persistent staffing shortages, many nursing homes utilize nurse staffing agencies to meet staffing needs. Holliswood Care Center (HCC), a 300 bed nursing home, with five residential floors, located in Hollis, New York is not exempt from such staffing challenges. In fact, according to Yves Pascal, Director of Nursing (DNS) at HCC, “Usually, 2-3 LPN’s per shift are required daily” (Y. Pascal, personal communication, December 15, 2013). Agency nurses are approved to work at HCC once they submit a current physical and complete an in-house facility orientation. During this orientation, agency nurses receive New York State mandated in-services, such as patient abuse and HIPPA. The nurses also receive specific instruction regarding emergency procedures, medication policy, employee conduct and procedures. However, specific unit policies and procedures, location of specific supplies are not included in the general orientation. Upon completion of the orientation, the agency nurse receives no further orientation or precepting. Thus when an agency nurse enters HCC for their first shift they are functioning independently and with limited knowledge. This is clearly a problem, which varies in degree of potential danger to patients based on the specific unit assignment. For instance, on the 7-3 shift there are 2 nurses per floor, a charge nurse and a secondary nurse. In this situation, new agency nurses have an opportunity to work in close cooperation, ask questions and seek guidance...
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...Abstract Disasters have devastating and severe acute and long-term consequences for individuals and communities. The paper expounds on the social ramifications of disasters, while highlighting a disaster’s effects in vulnerable populations. The collaborative actions of communities, governments, public health, media, and health professionals are also depicted in the paper. Lastly, implications for Advanced Practice Nurses concerning leadership, involvement in public policy and education, and development of advanced disaster planning are illustrated. Keywords: disaster, disaster response and planning, social ramifications, advanced practice nursing. Disaster--the term itself invokes feelings of dread, despair, and devastation. Furthermore, the effects of disasters on human condition are far-reaching and unpredictable. For health care professionals, disaster preparedness and response entails an understanding of the socio-economic issues and the collective responsibilities of multiple agencies when a disaster strikes. Disasters affect individuals, families, societies, and communities, with little time for any warning or preparation.1 The collective obligations of government, communities, hospitals, and medical professionals are underscored during this trying time. Introduction What is a disaster? Calamity, catastrophe, tragedy, are just some of the words uttered when a disaster occurs. Perry and Quarantelli2 explained that disaster has several meanings depending...
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...Hiring is not an easy process and it became worse due to globalization. A huge percentage of executive level appointments are ending in firing or resignation. Finding the right person to fill a right job has become more complex due to advent of new organizational forms such as joint ventures, strategic alliances. Art of hitting a Moving Target The hazards of hiring a wrong person in today’s business environment are mentioned with examples. Problems such as lack of negotiation and cross-cultural sensitivity may lead in hiring a wrong person. All that is required is a good understanding of the job requirements and fitting into the shoes of the role. Ten common hiring traps or pitfalls as mentioned by the author are as below: 1. The reactive approach: Job openings are result of firing or resignation. Companies generally seek someone with similar qualities of the previous employee and without defects. This ignores the changing future requirements the job demands. 2. Unrealistic specifications: Job description mentioned by the search team are generally long and detailed which is difficult to be found in a single candidate thus eliminating many good candidates having the priority skills. 3. Evaluating people in absolute terms: It is mentioned that the evaluation of performance of a person is difficult without proper understanding of circumstances. Questions like “what are your strengths and weaknesses are very contextual in nature. These are the candidates view about...
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...Educational Preparation Jodi Haberstroh Grand Canyon University: NUR 430V 10/12/2014 Educational Preparation Competencies One could argue that a nurse with a baccalaureate degree (BSN) holds a higher level of competency than a nurse with an associate’s degree (ADN). The American Association of Colleges of Nursing (AACN) believes that. Acquiring a bachelor’s degree helps the nurse “strengthen her platform to make better decisions, plans and evaluations of patient outcomes.” (Hood, 2006) Studies show that hospitals with nurses prepared at the baccalaureate level show enhanced knowledge, which lower death rates, have less chance of medication errors and more positive outcomes in their patients. Higher education indicates the nurse is more prepared in critical thinking with a better understanding of psychosocial concerns. Courses offered at the baccalaureate nursing programs that are not offered at the associate’s level are courses specializing in cultural, spiritual, and community health, along with management, delegation and nursing research. The nurse not only relies upon her training but also understands what and why something is happening. Research shows those hospitals that invest in higher educated nurses have proved to have invested their money wisely. A study published by Olga Yakusheva from the University of Michigan, showed patient’s mortality rates dropped by 10.9% with baccalaureate prepared nurses. The study also showed that if hospitals increase their...
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...Northern NGOs; Canada; Capacity building Summary Over $100 million of Canadian overseas development assistance (ODA) is channeled through international non-governmental organizations (INGOs) (CIDA, 2006). Although INGOs appear to be successful at circumventing many challenges in international development (Sachs, 2007), empirical research attesting to their international human resource management (IHRM) challenges is sparse, particularly in regard to secular, Northern INGOs. This paper responds by investigating the IHRM challenges facing Canadian INGOs as they implement ODA-funded projects in the field, and by exploring how such challenges may vary in different types of INGOs. The methodology involved semistructured interviews with 31 managers in three different Canadian development INGOs. Practical and theoretical implications are discussed. ª 2010 Elsevier Ltd. All rights reserved. Introduction The term INGO refers to ‘‘international non-governmental organization’’ (Roberts et al., 2005). Such organizations exist for diverse socioeconomic reasons, focusing on global environmental concerns (e.g., Greenpeace), on global human rights concerns (e.g., Amnesty International), or on humanitarian health assistance in times of crisis (e.g., Medecins San Frontieres). In reality, many focus on a variety of socioeconomic aid objectives, such as the Red Cross Movement, which consists of a ‘‘Federation’’ that deals with international development,...
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...customization, variety and low-cost operations. As a business, Amazon.com is actually assembling a customized basket of goods that must be delivered in a short window of time in a dependable fashion. Low-cost operations are needed to remain competitive. To remain in business, Amazon.com needs to maintain high volumes of traffic. Operations strategy must focus on stock availability and quick, economical, and dependable delivery. 3. The hospital’s commitment to provide attention to patients arriving to the emergency unit in less than 15 minutes and never to turn away patients who need to be hospitalized implies that the facility must be designed to have extra capacity in both beds and emergency room facilities. It must plan on having extra personnel in the emergency room and also plan on having additional emergency personnel on call to take care of unprecedented heavy loads. In line with the mission statement, maximum utilization of the facilities (i.e., beds and emergency room personnel) would not be one of the performance objectives for the hospital. 4. FedEx traditionally has competed on the basis of fast, dependable delivery....
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...Chapter 1 [pic] Introduction 1.1 Background Of The Report As being one of the biggest hospitals in Bangladesh, Apollo Hospitals Dhaka is at the forefront of medical technology and expertise and provides a complete range of the latest diagnostic, medical and surgical facilities for the care of its patients. The hospital is having all the characteristics of a world-class hospital with wide range of services and specialists, equipment, & technology, ambience and service quality. But the quality of a hospital service is not defined by the appearance of its facility. Rather the service quality depends more on the sincerity of the hospital and its human resources to serve the patients. In Bangladesh, the health care sector is not yet developed. A large number of people go abroad for treatment due to low quality of medical facilities in Bangladesh. And the main target market of Apollo Hospitals Dhaka is the people who want to get world class treatment inside the country with affordable cost. To ensure the proper customer satisfaction, the hospital management has to employ the right people in right place. Prior to this a detailed job Analysis is almost essential. With Job Descriptions and a sophisticated Job Evaluation system, management will be able to recruit and determine pay levels better, determine the types of training the hospital staff should go on and have a basis to appraise them. Job Descriptions furnished by business units are current and accurate...
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...basic rules of an Oral Case Analysis Presentations as well as how to prepare and present Written Analysis for comprehensive management cases. 2. Defining the Managers Terrain: What is a management function, roles and kills? Universality of Management. A brief History of Management. Organizational Culture and Environment. Classifying managers and nominal employees. How the work done by managers is important for the organizations and how difficult it is to be a good manager who carries Social Responsibility and Good Ethics. 3. Planning: Managers as Decision makes, Decision making Process. Classifying decisions and decision making conditions. Techniques for effective decision making. Foundation of Planning. Setting goals/objectives and developing plans. Strategic management and planning. 4. Organizing: Organizational structure and design. Functional, geographic, product, process, customer departmentalization. Chain of command and span of control. Decisions involved with designing the organization’s structure and how to fill right people in right places. Managing Human Resources and Knowledge Workers. Managing teams, change and innovations. 5. Leading: Theories of leadership. Managers as leaders. Understanding individual behavior and communication within an organization. Motivating employees. Managers must oversee and coordinate their work so that...
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...SWAT Standard For Law Enforcement Agencies National Tactical Officers Association Published September 2011 Dedicated to the memory of Sergeant Mark Renninger End of watch: November 29, 2009 NTOA SWAT Standard COPYRIGHT NTOA SWAT Standard Copyright 2008, 2011 National Tactical Officers Association Published September 2011 All rights reserved. This publication may not be reproduced, in whole or in part, in any form or by any means electronic or mechanical or by any information storage and retrieval system now known or hereafter invented, without prior written permission of the National Tactical Officers Association (NTOA), with the following exception: NTOA staff and training instructors are hereby given permission by NTOA to reproduce any or all of the contents of this manual for internal use within the organization or for training classes. All other individuals, private businesses and corporations, public and private agencies and colleges, professional associations, and law enforcement agencies, may not print or download this publication for non-commercial use without permission from the NTOA. Questions about this copyright information or about obtaining permission to use NTOAdeveloped publications may be addressed to the Executive Director at 1-800-279-9127. © 2008, 2011, NTOA. All rights reserved. 2 NTOA SWAT Standard CONTENTS Copyright .................................................................................................
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...Security and Privacy Kate Cann HCS/533 August 10 Michael Gaul Security and Privacy According to Robin Rudowitz (September 2006), “before Hurricane Katrina struck in August 2005, New Orleans had a largely poor and African American population with one of the nation’s highest insurance rates, and many relied on the Charity Hospital system for care”. The safety net of New Orleans’s health care system was a distraught. A lot of people were left with no access to care for year after the Hurricane Katrina. On August 2005, the Hurricane destroyed a lot of homes and a lot of people were forced out of their homes leaving them homeless. Much of the city’s infrastructures were destroyed due to the Hurricane. The Hurricane did not only destroy people’s homes and the city’s infrastructures but also destroyed patient’s medical files that were stored in the basement of the hospital. The hospital had in place measure that allowed patients to obtain their medical records in order for them to be treated at a different hospital. Had the hospital not have prior measures in place, patients would have been stranded during the catastrophic event that took place in New Orleans Having the measures in place also helped them identify the people who lost their lives in the Hurricane Katrina. Management Plan A management plan is a blueprint for the way your organization is run, both day-to-day and over the long term. “It includes the standard methods for doing various...
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...ensure they have a succession management program in effect as outlined in course text (2): 1. Provide increased opportunities for high-potential workers. 2. Identify replacement needs as a means of targeting necessary training, employee education, and employee development. 3. Increase the talent pool of promotable employees. 4. Contribute to implementing the organization’s strategic business plans. 5. Help individuals realize their career plans within the organization. 6. Tap the potential for intellectual capital in the organization. 7. Encourage the advancement of diverse groups. 8. Improve employees’ ability to respond to the changing environmental demands. 9. Improve employee morale. 10. Cope with the effects of voluntary separation programs. 11. Decide which workers can be terminated without damage to the organization. 12. Cope with the effects of downsizing. 13. Reduce headcount to essential workers...
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...patient satisfaction. NCLEX competency exam is taken by aspiring nurses with ADN or BSN degree. It is an exam that measures competency needed to perform safely and effectively as a newly licensed, entry-level nurse ((National Council of State Board of Nursing, 2008). Graduates from BSN and ADN programs do not receive the same equivalent education background. Besides the obvious number of education attained by BSN holders, ADN and BSN display differences in competencies within the work environment. Nurses with BSN possess greater opportunity in advancing their career compared to ADN nurses. As more consumer demands for a better healthcare, hospitals and healthcare facilities are looking at improving their patient satisfaction which calls for better nursing staff which means more educated nurses. According to authorities, education plays a big role in a nurse’s ability to perform job tasks and advised that patients get a highly educated nurse to meet the interest of a growing healthcare care field ((Maneval & Teeter, 2010) In the 2 year degree ADN program arts and science courses are covered in the curriculum versus BSN program provides a much stronger base in the humanities and science courses. [2]Rapid growth in technology and scientific improvement require nurses to continue to learn more. Based on recent studies, nurses with BSN working in a hospital setting have low rates of death, sickness and have the ability to respond quicker to emergencies ((Johnston, 2009). While...
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