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Planning the required nursing personnel to respond to care needs. Universidad de Antioquia, Colombia. March 15 th September 19 th How to cite this article: An approach is undertaken of the concepts and methodologies concerning the planning of the nursing personnel required to respond to the care needs of individuals, families, and groups.

Planning is evermore founded on the nature of caring for human beings within the pensamientk of life, which endows the existence of the person-patient keroac sense and significance, as well as the nursing personnel, according to the culture and the social setting in which it is developed.

Knowing what and how much personnel is required to offer caregiving has been marked by the calculation of coefficients and time averages to execute activities, the description of the work load that includes studying times and movements, analysis of supply and demand of human resource, mediated by the profession’s regulations in each country and by inquiry within the context of caregiving. However, consensus has not enfdrmero reached with respect to this process, but it is concluded that it is a policy action that requires regulation, investigation, and group work by nursing to make caregiving visible and legitimate as a public service that maintains life and health and which also favors and mitigates processes of disease and death faced ebfermero human beings.

Now, pensmaiento than pensa,iento, planning of nursing personnel requires having evidence that accounts for the relationship that exists among an adequate number of personnel and other variables like number of patients, actions to undertake, work schedule, among others, to achieve quality and security in the act of caring and satisfying the need to establish a closer interaction with the subjects of care, who are now more participant, have more knowledge and information on the maintenance of their health and recognize the adaptation processes as key to confront disease and death.

Planning of nursing personnel requires, among other aspects, analysis of the supply and demand of the nursing team to pesnamiento the caregiving needs within context; the determination of the number of personnel in financing from the healthcare sector; and, finally, awareness of the working conditions, rotation, flexibility and stability of personnel, different types of contracts, availability of a nursing team with high leadership training, regulations on nurse staffing to guarantee quality care.

El pensamiento enfermero suzanne kerouac descargar

In this sense, the International Nursing Council in its ppensamiento ‘Reliable personnel lives saved’ 1 urges all governments and nursing organizations to analyze and establish policies that guarantee ‘healthy work environments, the health of nurses, and the adequate personnel to maintain and sustain healthy populations’; likewise, it establishes as principles to staff personnel knowing the patients’ needs and the complexity of caregiving, the context, intensity of caregiving, diverse levels of nurses’ preparation, experience of the nursing team, and nefermero to management by enferrmero in operational and executive levels.

This same organism, in in its Guidelines on human resource planning, 2 calls on the need to consolidate and establish efficient planning and development strategies of nursing human resources, which must be periodically revised, entailing political entities in charge of making decisions in this sense, supported by permanent analysis of supply and demand.

Consequently, the decisions on the size and combination of the nursing teams are a critical area for healthcare services; thereby, it has direct implications on quality, patient security, and caregiving costs. Also, satisfaction of nursing personnel, permanent education, development of levels pensxmiento autonomy and recognition, as well as incentives policies are currently essential in health management.

The INC 1 asserts that in the investigations reviewed since the s, a close relationship exists between the levels of personnel training and nurse staffing with the results in patient care in terms of quality and security, which show, in turn, decreased morbidity and mortality. Minnick and Mion 3 affirm, through an investigation, that the results of studies on nursing work have had different definitions, variants and methodological approaches, which is why in many instances the conclusions are contradictory as of the difficulties given by the information systems and the composition of databases, personnel assignment strategies, and design of analytical techniques.

They highlight the importance of studies that reflect the amount of work nurses must perform not only with patients and with the results in the organization, but also their participation in continuous education activities, information, and other specific tasks that are not visible and which is necessary to evidence.

This legislation did not reduce the level of skills of the nursing enfermeeo, as was feared, and additionally permitted improving the level of certified expert nurses. Also, upon increasing a half hour of nursing per day, patient care is improved. In addition, Kutney-Lee et al.

In services like intensive care, instruments have been developed, among them the Therapeutic Intervention Scoring System TISS6,7 which permit objectively measuring the complexity and severity of the patient, interventions, and time. With advance in research, the Nursing Activities Score NAS was created, which seeks to analyze the needs of nursing care in intensive care, the daily evolution of patients according to the nursing activities that in the most recent versions includes actions like support and assistance to family eel, patients, and administrative and management tasks; also, the NAS expresses the percentage of time dedicated by a nursing professional in direct care to critical patients in the Intensive Care Unit ICU during 24 hours.


These studies have shown that using objective instruments that evaluate the nursing work load favors decision making and improves practices in this discipline. Gaviria, 11 in the revision of the scientific evidence on the evaluation of care, confirms how nursing care requires adequate and suitable personnel, financial and technological resources, as well as definition of the pensamientk and functions as appropriate matters to achieve high-quality results, which are free of risks.

El pensamiento enfermero suzanne kerouac descargar –

Briefly, never before had it been so important for nursing to have adequate instruments and information pensamient that permit efficient and effective planning of personnel as an essential aspect to guarantee the quality of care.

Planning of nursing personnel requires understanding the nature of caregiving, hence, it demands placing them within the cultural and social context that endows them with sense and significance. As defined by Colliere: The Pan-American Health Organization 13 defines planning of the human resource as an analytical process that determines the personnel according to the patients’ needs, that is, having the keroua number and type of pensamiengo in the indicated place and time, with the skills to perform the actions that improve the health of the population and accomplish their wellbeing.

Inthe World Health Organization 14 established the guidelines for management of human resources in nursing and midwifery, kerrouac a conceptual framework that includes: These aspects, in general, are essential to plan and evaluate the situation of supply and demand of the human resource and become an imperative for nursing associations.

In this sense, Rovere 15 considers that the development of healthcare human resources must be understood as ‘the complex educational process of individuals and groups that starts during the formation period and is prolonged throughout the professional life, determined by their social and cultural context where different institutions and players interfere.

Additionally, it is an object of social transformation to improve the population’s health and the quality and coverage of healthcare services’. From nursing, the criteria that have guided the determination of the needs for personnel have been modified over time In fact, these have obeyed the scientific-technological and communication advances in healthcare, reforms of healthcare services that interfere in the organization, and the availability and qualification of personnel.

Today, we have higher levels of formation, which has permitted transforming the scope in scenarios like research, teaching, and enterprise. In this sense, McGillis 17,18 considers that, besides the aforementioned, we must consider the work load, work environment, the complexity of each patient, level of skills of the nursing personnel, the combination of nursing personnel, economic efficiency and effectiveness, and the impact of nursing care upon the patient’s health.

Additionally, in his most recent work, the author highlights the value of the staff models of personnel linked to the results fl in patients and to the combination the personnel’s skills and to their retention to guarantee their stability.

The work carried out by Hurst, 21 ratified by the INC 1in reliable personnel lives savedprovides a complete report on the five methods penwamiento nursing human resource planning: These systematic reviews, Greenberg, 22 are of fundamental value for decision making within the context of nursing care, which is currently debated among the requisites to improve equity and access to healthcare services, as well as to overcome inequalities of most vulnerable and excluded people, families, and human groups; to the attention of kerouav and natural disasters that increasingly affect greater numbers of people throughout the world and economic recessions that have given way, on the one hand, to the scarcity of nurses and, on the other, to high healthcare costs.

In Colombia, the investigation by the Ministry of Social Protection 23 on the model of supply and demand of healthcare human resources emphasizes on the need to develop an appropriate system of healthcare personnel planning, which incorporates new methodologies that respond and are compatible with the characteristics and requirements of the nation’s General Healthcare Social Security System.

Also, the investigation defines as priority the need to create a Human Resource Planning Unit that meets the demands of the new institutional context, models of service and care delivery. Bythere were 23, nursing professionals and 82, nursing aides, for an estimated index in of 5. In the projections of this study, the authors conclude that the offer of nursing personnel will be evermore lower than the demand if healthcare coverage increases. The authors affirm that ‘without enough nursing professionals in quality and quantity, the Objectives of the Millennium and Healthcare for All will be mere rhetorical expressions.

It is necessary to have intense awareness action on the problem, in terms of the impact upon the lives and health of the people and upon the security of the people hospitalized and to make efforts and alliances to align nursing education and research to the healthcare needs and development of the people’.

Planning of the nursing human talent is part of the complexity and uncertainty of healthcare services and is within the challenge of responding to the needs of human beings within the global, national, and local contexts. Among them, there are: Also, technology and cost-effective decisions regarding values are the ethical dilemmas faced by nursing personnel during their daily practice.

In recent years, research has focused on revealing the contexts of caregiving and its relation to the results. In this sense, research coincides in evidencing that nursing personnel is fundamental to guarantee quality and that it is possible to achieve better health kerouzc of the population in general if there is higher training, retention, and maintenance of adequate numbers of nursing personnel.

Flynn L et al. In this sense, they state that an inadequate number of personnel can cause a lower adhesion to the practices to enfermmero the infection.


Also, factors like age, gender, increased days of hospitalization, among others, are related to the high demand for caregiving by patients and their families. Other concerns from research are related to stimuli and healthcare of the nurses. In another context, Buchan and Ball, 35 in their research to assess the impact of a new wage system for nurses in the United Kingdom, with a coverage of approximatelynurses and some objectives to improve the entermero of caring for people, as well as recruiting, retaining, and motivating personnel, concluded that this system must be improved with efficient communication, adequate funding, and consistent direction of the system.

Baumann 28regarding the repercussions of the rotation of nurses and the benefits of greater stability of nursing personnel, considers it important to have lower personnel rotation, analyze the high costs the rotation of nurses has had for organizations and the effects on the quality of care. The author considers it important to conduct an analysis stemming from national policies on healthcare human resources and establish guidelines and supervision from the political to guarantee adequate staffing with minimum personnel rotation.

Consequently, she urges all nursing associations to permanently be aware of the analysis of the personnel’s state of health, the phenomenon of migration, retirement processes, unemployment, and an updated information system for decision making.

Similarly, Buchan 36 examines how personnel stability and retention of healthcare workers poses significant benefits for directors merouac sectoral policy in this sense and for the wellbeing of the people.

Additionally, it has positive results in the complex interaction pensamienyo the quality of care in the healthcare sector, as well as an impact upon costs, which could be more effective. The authors concluded that an intervention reflected on pesnamiento care for patients has to do with ratios of 4: This is reasonably more profitable and is, generally, the most accepted.

Another one of the lines of research in this theme 6,31, is aimed at the construction of instruments that permit knowing the nursing activities and the time required. In keeping with the aforementioned, Thorsell et al. Most of them were over 60 years of age, with an average of 3.

Additionally, half of those working with the normal Schedule had marked deterioration of the working conditions, given that a good proportion of them were hired through job cooperatives. The National Technical Nursing Counsil 42 states, in its declaration, that in Colombia there is no adequate recognition of the fundamental role played by nursing services in the healthcare system, although this profession has the occupational profile with the lowest level of substitution among professions in healthcare.

In addition, ‘the pensamienti healthcare security model does not directly recognize nursing care within the skills and functions of the nursing professional, integrating such within the medical procedures, or within what is known as basic services’. While the systematic review of studies related to planning of nursing personnel has not been exhausted, it is revealed that incentives policies have been earmarked in recent years to evidencing the effects on the quality of care. Some of these policies include: Planning of human talent in nursing must be based on the patients’ needs, the families, and the human groups in objective and pertinent manner and close to the context and conditions surrounding the act of caregiving.

As expressed by Cuesta, 43 the conditions and the context indicate the problematic nature of the experience surrounding caregiving; consider it as that set of events and occurrences that create pensajiento, themes, or problems and the responses individuals undertake to solve it. In this sense, Romero 44 states that the ‘characteristics of caregiving within the current Colombian context is of adversity and defines it as kerouav expropriation of the subject from the act of caring and the loss of the nurse-patient inter-subjective relationship.

The periodic analysis of nursing personnel, required in healthcare institutions, social organizations, and programs with groups, must be supported by an opportune and valid information system founded on the nursing diagnosis 45 as basis for the calculation and implementation of taxonomies, which identifies the actions by each of the members of the nursing team according to the categories regulated in the country.

The combination of nursing personnel based on advanced training, an adequate incentives plan, and a patient-centered nursing management model improves quality and increases the satisfaction of all the players involved in the caregiving processes. At the same time, it must be the foundation for the legislation of the nurse-patient enfermfro. Personal fiable vidas salvadas.

CIE; cited May Consejo Internacional de Enfermeras. Contradicting fears, California’s nurse-to-patient mandate did not reduce the skill level of the nursing workforce in hospitals. Simplified Therapeutic Intervention Scoring System: Necessidades de cuidados de enfermagem em terapia intensiva: Nursing Activities Score in the intensive care unit: Intensive Crit Care Nurs.

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Invest Educ Enferm ; 27 1: Organizacion Panamericana de la Salud. Calidad de los servicios de salud en America Latina y el Caribe: Decision making for nurse staffing: Policy Polit Nurs Pract. McGillis Hall L, editor. Concejo Internacional de Enfermeras; Staff satisfaction and retention and the role of the nursing unit manager.

Human resource management strategies for the ehfermero of nurses in acute care settings in hospitals in Australia. Selecting and applying methods for estimating the size and mix of nursing teams.

Programa de Apoyo a la Reforma. Modelo de oferta y demanda de recursos humanos en salud para Colombia. Panaroma de la fuerza de trabajo de enfermfro en America Latina. Asociacion Nacional de Enfermras de Colombia;