“Building Strong Capabilities: A Journey of a Nurse at Hospital” A Unique Induction Programme-VIROHAN (To Start Strong/ Budding)

Abstract

Introduction: Significant number of nurses left us within one year of joining, High attrition during 6th –12th month, i.e. New Nurses attrition is >60% of the total attrited nurses, Need for a structured onboarding program for nurses focusing of their technical competency, resilience, awareness, and confidence building. Objective: The objective was to provide an overview of what capability for safety improvement organizations need, and the best ways to go about developing this capability is in Nurses. Methodology: A descriptive study - Quantitative approach were adopted. Through Purposive sampling sample were selected in Fortis Escorts Heart Institute. General to specific approach were ensure each group receives the knowledge and skill sets it needs when it need them and in the appropriate amounts. Strategy were conceptualized on the basis of Bandura’s self-efficacy theory. Results: The findings of this study suggested, Total 142 nurses completed VIROHAN successfully and deployed at the bedside. Knowledge and Skills are assessed through frequency and percentage distribution. In pre-test, there were 0% having excellent knowledge, 36% having good, therefore 90% were having average and 16% were having poor knowledge in comparing post-test, there were 67% under excellent category and 74%were under good knowledge category. On the other hand, pre-test of skills assessment, there were 16% were having good skills, 88% were having average and 38% were having poor skills, on post-assessment, it was gradually changed, there were 132% developed good skills, 7% were still have average skills, and only 1% lies in poor category. There were 56% significant improvement on knowledge and skills of the nurses. Scale of implementation: Simple, Effective with nil cost involvement. VIROHAN- New Nurses Induction program is designed in a way that every need of a new nurses has been met to make herself/ himself a well-equipped confident bedside nurse. Conclusion: The training based on identified skill gaps to sharpen employees’ skills, capabilities, knowledge, and competencies to capacitate them to cope with the dynamic working environment in the advent of significant financial innovation and financial development and liberalisation. Furthermore, the health care sector should develop training policies and ongoing training programmes with a view to enhance employee performance, motivation, and job-satisfaction. Not only will these increase employees’ loyalty and commitment towards their organisations but will also ultimately assist organisations to achieve strategic objectives, vision, and mission. Ethical consideration has been obtained from all sample and administration.