Arbon P, Bowen I, Cook P, Rudge T, Sutton F
University of South Australia, Underdale.
J Adv Nurs. 1993 Jan;18(1):144-9. doi: 10.1046/j.1365-2648.1993.18010144.x.
The paper focuses on a significant nursing initiative for staff development undertaken in South Australia. The initiative arose out of Health Commission funded consultancy which sought to develop a staff development model for registered nurses. The outcome of this consultancy was the development of a multi-generational staff development model, known as the DPS Staff Development Model. This model provides a framework through which staff development activities can be analysed, consolidated and extended. The paper outlines the DPS Staff Development Model, the context in which it was developed and its implications for nursing staff development programmes. The development of the model was premised on a number of assumptions. These included the need to ensure flexibility, longevity, offer a perspective of staff development that is realistic and practical, and facilitate in registered nurses a sense of ownership and personal responsibility with respect to their development. The model comprises six broad areas of focus: the Career Development Model for registered nurses in South Australia, the structure of the model, locations in which staff development occurs, elements which assist in maintaining skills and knowledge, elements which enhance growth and development and the processes and relationships necessary for the successful implementation of staff development programmes.
本文聚焦于南澳大利亚开展的一项重要的员工发展护理倡议。该倡议源自卫生委员会资助的咨询项目，该项目旨在为注册护士制定员工发展模式。该咨询项目的成果是开发了一种多代员工发展模式，即DPS员工发展模式。该模式提供了一个框架，通过这个框架可以对员工发展活动进行分析、整合和扩展。本文概述了DPS员工发展模式、其开发背景及其对护理人员发展计划的影响。该模式的开发基于一些假设。这些假设包括需要确保灵活性、长期性，提供一个现实可行的员工发展视角，并促进注册护士对自身发展产生主人翁意识和个人责任感。该模式包括六个广泛的重点领域：南澳大利亚注册护士的职业发展模式、模式结构、员工发展发生的地点、有助于维持技能和知识的要素、促进成长和发展的要素以及成功实施员工发展计划所需的流程和关系。
