School of Nursing and Midwifery, Griffith University, Logan Campus, Meadowbrook, Qld, Australia.
J Nurs Manag. 2012 Jan;20(1):28-37. doi: 10.1111/j.1365-2834.2011.01348.x. Epub 2011 Dec 22.
With the national policy of Saudization of the workforce, the numbers of Saudi new graduate nurses (NGNs) seeking employment is increasing.
A project report outlining an educational needs analysis of Saudi NGNs, and the subsequent development and expansion of a New Graduate Development Programme (NGDP) utilizing a Practise Development framework. Competence and safe practise in Saudi NGNs was evaluated using two specifically designed tools: the Final Clinical Competence Evaluation and the Clinical Challenge.
A three-phase structured NGDP was successfully implemented resulting in NGNs developing improved confidence and competence. They were judged as being safe to practise and more patient centred, as measured against the established performance indicators.
Adopting a practise Development (PD) framework provided a clear structure and direction for the NGDP.
Nurse Managers who invest human, financial and education resources into developing new graduate nurses are likely to retain such staff longer. In the Middle Eastern context, such investment is likely to rapidly promote the goal of increasing the number of indigenous nationals working as nurses.
随着劳动力沙特化的国家政策，寻求就业的沙特新毕业护士 (NGN) 的数量正在增加。
一份项目报告概述了沙特 NGN 的教育需求分析，以及随后利用实践发展框架开发和扩展新毕业护士发展计划 (NGDP)。使用两个专门设计的工具评估沙特 NGN 的能力和安全实践：最终临床能力评估和临床挑战。
成功实施了一个三阶段的结构化 NGDP，使 NGN 提高了信心和能力。与既定绩效指标相比，他们被认为可以安全执业，并且更加以患者为中心。
采用实践发展 (PD) 框架为 NGDP 提供了明确的结构和方向。
投入人力、财务和教育资源来培养新毕业护士的护士长更有可能留住这些员工。在中东背景下，这种投资可能会迅速促进增加作为护士工作的本国国民数量的目标。
