Impact of continuing Nursing training on the human resources at a public health institution in the Autonomous Community of Madrid
Section: Cover story
How to quote
Díaz Caro IM, García Mora J, Soto Mancebo I. Impacto de la FC de Enfermería en los RRHH en una institución sanitaria pública de la Comunidad de Madrid. Metas de Enferm feb 2013; 16(1): 27-31
Authors
1Isabel María Díaz Caro, 2Josefa García Mora, 3Inés Soto Mancebo
Position
1Supervisora de Área Funcional (SAF) de Calidad-Recursos Humanos y Formación Continuada de Enfermería. Hospital Universitario Severo Ochoa (Madrid).2Supervisora de Formación Continuada de Enfermería, Hospital Universitario Severo Ochoa (Madrid).3Directora de Enfermería del Hospital Universitario Severo Ochoa (Madrid).
Contact address
Isabel María Díaz Caro. C/ Majadahonda, 4. 28914 Leganés (Madrid).
Contact email: isadiazcaro@gmail.com
Abstract
Method: A descriptive, cross-sectional study was conducted within the January 1-December 31, 2010 period at the Severo Ochoa University Hospital in Leganés (Madrid). Eight quantitative variables were studied.
A computerized scorecard was prepared for collecting and then processing data.
Results: A total of 1,103 professionals took part in training activities, 46.4% of whom were nurses, 53.8% being permanent statutory staff members, 35.0% working on a rotating morning/night shift and 35.2% on a rotating afternoon/night shift. They devoted a total of 16,133 hours to CT, 71.6% of which were internal training. On working schedules of 1,533 hours/year, it would have taken ten workdays/year to total the number of the hours employed for this purpose, five to six workdays of which would have been for making provision for paid CT leave.
Conclusions: The CT scorecard made it possible to ascertain, manage and evaluate the direct impact CT is having on the human resources.
Keywords:
continuing training; direct costs; human resources; managementnursing
Versión en Español
Título:
