Ventura, Pamela T. 4 0
Core competencies of beginning staff nurse : a basis for the development of patient safety training program / 6 6 Pamela T. Ventura - - - v, 177 pages 28 cm. - - - - - . - . - 0 . - . - 0 .
Thesis (M.A.) -- Pamantasan ng Lungsod ng Maynila, 2007;A thesis presented to the faculty of the Graduate School of Health Sciences in partial fulfillment of the requirement for the degree of Master of Arts in Nursing
5
ABSTRACT: The right type of training program for beginning staff nurses is essential in order to meet today's health care demands. In this time of cost containment, nursing shortages, and an aging workforce, it is essential that continuing training programs be planned in a way that maximize the scarce and precious resources of time money and nursing personnel. Because educational offerings should be based on the evaluation of competencies of the Beginning Staff Nurses (BSNs), the completion of a systematic competency evaluation is one way to develop necessary and relevant educational experiences for Beginning Staff Nurses (BSN). Evaluation is then conducted in this research. This study is about the evaluation of Core Competencies of BSNs which utilized the tool adapted from the core competencies for nurses formulated by the Association of Deans of Philippine Colleges of Nurses and Board of Nursing in the Philippines. The purpose of this study is to identify the BSN's weaknesses and personal suggestions to continued learning so that training program to provide needed knowledge and skills could be identified and proposed. Because individuals differ in what they perceive about core competencies, a second purpose of the study is to determine the level of competencies of BSNs according to self - evaluation and head nurse's evaluation as to the eleven areas of core competencies, and consequently determine the significant difference between the self-evaluation of BSNs and Head Nurses (HN) evaluation. A purposive sample of 59 BSNs nurses and seventeen 17 HNs at Dr. Jose J. Tamayo Perpetual Help Medical Center and St. James Hospital Inc. completed surveys to identify and prioritize training needs of the BSNs. The survey consisted of 42 behavior indications in 11 areas of core competencies topics. The results were analyzed using descriptive statistics; calculated weighted mean and t-test, to identify the degree of Association within the subgroups of competencies. Of the 11 areas of core competency of BSNs, Professional and Personal Development, Quality Improvement and, Record Management were found to have the priority training needs, having an average to high level of core competency evaluation results based on both BSNs and their HNs evaluation. The null hypothesis that was raised in this study and tested at 0.05 level of significance is rejected. The BSNs self evaluation turned out to be higher as compared to their HNs evaluation. Five areas of core competency with significant Difference were identified for the degree of association with the BSNs self evaluation and HNs evaluation. The outcome of the above evaluations were then, finally used to develop and propose a continuing training program, based on the nurse's identified competency learning needs that will help improve the BSNs knowledge and skills and enhances nursing retention efforts by meeting these identified training needs.
5
2 = =
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2 --0------
6 --0-- 2 --------
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--20------
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----2
/ 2
/ 2
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Core competencies of beginning staff nurse : a basis for the development of patient safety training program / 6 6 Pamela T. Ventura - - - v, 177 pages 28 cm. - - - - - . - . - 0 . - . - 0 .
Thesis (M.A.) -- Pamantasan ng Lungsod ng Maynila, 2007;A thesis presented to the faculty of the Graduate School of Health Sciences in partial fulfillment of the requirement for the degree of Master of Arts in Nursing
5
ABSTRACT: The right type of training program for beginning staff nurses is essential in order to meet today's health care demands. In this time of cost containment, nursing shortages, and an aging workforce, it is essential that continuing training programs be planned in a way that maximize the scarce and precious resources of time money and nursing personnel. Because educational offerings should be based on the evaluation of competencies of the Beginning Staff Nurses (BSNs), the completion of a systematic competency evaluation is one way to develop necessary and relevant educational experiences for Beginning Staff Nurses (BSN). Evaluation is then conducted in this research. This study is about the evaluation of Core Competencies of BSNs which utilized the tool adapted from the core competencies for nurses formulated by the Association of Deans of Philippine Colleges of Nurses and Board of Nursing in the Philippines. The purpose of this study is to identify the BSN's weaknesses and personal suggestions to continued learning so that training program to provide needed knowledge and skills could be identified and proposed. Because individuals differ in what they perceive about core competencies, a second purpose of the study is to determine the level of competencies of BSNs according to self - evaluation and head nurse's evaluation as to the eleven areas of core competencies, and consequently determine the significant difference between the self-evaluation of BSNs and Head Nurses (HN) evaluation. A purposive sample of 59 BSNs nurses and seventeen 17 HNs at Dr. Jose J. Tamayo Perpetual Help Medical Center and St. James Hospital Inc. completed surveys to identify and prioritize training needs of the BSNs. The survey consisted of 42 behavior indications in 11 areas of core competencies topics. The results were analyzed using descriptive statistics; calculated weighted mean and t-test, to identify the degree of Association within the subgroups of competencies. Of the 11 areas of core competency of BSNs, Professional and Personal Development, Quality Improvement and, Record Management were found to have the priority training needs, having an average to high level of core competency evaluation results based on both BSNs and their HNs evaluation. The null hypothesis that was raised in this study and tested at 0.05 level of significance is rejected. The BSNs self evaluation turned out to be higher as compared to their HNs evaluation. Five areas of core competency with significant Difference were identified for the degree of association with the BSNs self evaluation and HNs evaluation. The outcome of the above evaluations were then, finally used to develop and propose a continuing training program, based on the nurse's identified competency learning needs that will help improve the BSNs knowledge and skills and enhances nursing retention efforts by meeting these identified training needs.
5
2 = =
2
2 --0------
6 --0-- 2 --------
0 2 --
--20------
--------20--
--------20--
----2
/ 2
/ 2
/
/