Opioid training development: Cultivating nurse competence through education

2020 ◽  
Vol 33 (3) ◽  
pp. 141-147
Author(s):  
Valerie Seney ◽  
Jacqueline Insana ◽  
Allison Alberto ◽  
Jessica Hay
Keyword(s):  
Training Development ◽  
Nurse Competence

Evaluation der Pflege- und Führungskompetenz – eine Ausgangslage für die weitere Praxisentwicklung

Pflege ◽  
2010 ◽  
Vol 23 (3) ◽  
pp. 191-203 ◽  
Author(s):  
Jacqueline S. Martin ◽  
Irena Anna Frei ◽  
Franziska Suter-Hofmann ◽  
Katharina Fierz ◽  
Maria Schubert ◽  
...  
Keyword(s):  
Mixed Method ◽  
Leadership Practice ◽  
Mixed Method Design ◽  
Competence Scale ◽  
Nurse Competence

Kompetente Pflege und effektives Leadership sind wichtige Voraussetzungen für die Bereitstellung einer qualitativ hochwertigen, evidenzbasierten, patienten- und ergebnisorientierten Patientenversorgung. Die Abteilung Klinische Pflegewissenschaft (KPW) am Universitätsspital Basel (USB) entwickelte und implementierte Programme zur gezielten Praxisentwicklung, welche die pflegerische Kompetenz sowie die des Leadership fördern. Zur Erfassung von Pflege- und Leadership-Kompetenz sowie der Arbeitsumgebungs- und Pflegequalität führte die KPW 2007 eine Evaluationsstudie mit einem Mixed-Method-Design durch. Am quantitativen Anteil der Studie nahmen 679 Pflegefachpersonen und 27 Stationsleitungen teil. Die deskriptiven Resultate zeigen, dass Pflegefachpersonen ihre durchschnittliche pflegerische Kompetenz über alle sieben Subkategorien der Nurse Competence Scale mit einem Mittelwert von 75,1 (VAS 0 – 100) beurteilten. Die Leadership-Kompetenz von Stationsleitungen wurde im oberen Drittel der Skala des Leadership Practice Inventory mit mittleren Werten zwischen 40 bis 50 (Meanscore: 6 – 60) eingeschätzt. Als Qualitätssicherungsmaßnahme sind regelmäßige Nachfolgeerhebungen im Sinne eines Monitoring geplant. Solche Erhebungen werden in Zukunft von zentraler Bedeutung sein, da zu erwarten ist, dass sich mit der Einführung des DRG-Finanzierungsmodells im schweizerischen Gesundheitswesen der Kontext der pflegerischen Leistungen verändern wird.

Building Employer Brand Image for accumulating Intellectual Capital

2021 ◽  
Vol 39 (2) ◽  
Author(s):  
Muhammad Azam ◽  
Jawaid Ahmed Qureshi
Keyword(s):  
Intellectual Capital ◽  
Brand Image ◽  
Positive Culture ◽  
Sampling Technique ◽  
Career Progression ◽  
Social Recognition ◽  
Working Environment ◽  
Structured Interviews ◽  
Training Development ◽  
Employer Brand

The purpose of this research is to explore factors that build Employer Brand Image (EBI) for attracting and retaining intellectual capital comprising human capital too. The impression of an organization as an employer in the mind of current or prospect employees is called EBI. There are certain factors that shape the image of employer as a brand. Literature review suggested that researches, already done, have been carried out in Europe, Australia, and USA. The gap in literature is found that no study has been carried out to explore the social phenomenon of EBI in Pakistan; not even in South Asia. This is exploratory, qualitative, and phenomenological research. Purposive sampling is carried out using Sequential and Emergence-driven sampling technique whereas sampling method is snowballing. Total 14 semi structured interviews are taken from permanent faculty of private universities of Karachi. Numerous themes have been emerged, out of which six are categorized as core factors and the rest of them are sub-factors. Explored core factors include Organizational Culture and Environment, Package of Benefits, Training, Development and Career Progression, Market Value and Prestige, Recognition, and Location. Employers can build good EBI if they are establishing ideal working environment and positive culture, offering competitive package of benefits, providing training, development, and career progression opportunities, have good social recognition and prestige, recognizing employees’ work, and located in nearer, safer and securer area. EBI is important for employers because they can establish huge pool of applicants and social recognition as good employer, which helps picking the best talent that serves as intellectual capital.  

Unlocking human potential through leadership training & development initiatives

2021 ◽  
Vol 7 (1) ◽  
pp. 41-54
Author(s):  
David Day ◽  
Nicolas Bastardoz ◽  
Tiffany Bisbey ◽  
Denise Reyes ◽  
Eduardo Salas
Keyword(s):  
Leadership Training ◽  
Human Potential ◽  
Training Development ◽  
Development Initiatives

Training Development for Complex Cognitive Tasks

1987 ◽  
Vol 31 (11) ◽  
pp. 1261-1265 ◽  
Author(s):  
Joan M. Ryder ◽  
Richard E. Redding ◽  
Peter F. Beckschi
Keyword(s):  
Cognitive Skills ◽  
Task Analysis ◽  
Cognitive Task ◽  
Cost Effective ◽  
Cognitive Task Analysis ◽  
Instructional Systems ◽  
Training Development ◽  
Recent Developments ◽  
Training Methodologies ◽  
Complex Cognitive Skills

This study evaluated current training methodologies, particularly Instructional Systems Development (ISD), and recent developments in cognitive science to determine how training procedures should be modified to support training for tasks which require complex cognitive skills. We contend that ISD is still viable if procedures are developed for the training of cognitive skills. An important component of ISD which needs to be modified to support training of cognitive skills is the task analysis. We discuss the need for integrating efficient and cost-effective cognitive task analysis methodologies with traditional analysis methods.

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