Hospice care is a very unique type of nursing. It is a service of palliative care that focuses on comfort and quality of life for those with life-limiting illness and their support networks. Hospice care is person-centered and holistic and serves those individuals that are in the last three months of life. With that in mind, there is a special set of skills and competencies that are included in an employee development program for a Hospice service. There are 7 sections of practice that is central to Hospice care and to the training of each new employee. Those areas include: Care of the person and family; pain management, management of other symptoms; end of life planing/dying and death management; loss, grief and bereavement support; interdisciplinary collaborative practice and professional issues and advocacy (“Orientation Hospice Residence Nurses”, 2017). There is so much learning and content in each of the 7 sections of practice, so with new employees I focus on the first 4 in the first 6 months of working in Hospice and the last 3 in months 6-12 as an individual’s experience grows.

For the purpose of this activity I will identify key concepts a new employee would learn in those initial 4 sections of practice and how they would be trained; online modules, online training course, training videos, hands on practice and one on one sessions or interviews.

Kandampully, Bilgihan and Tingting (2016) make reference to citizenship behaviour, as the support of coworkers that involves assisting them as needed and taking time to listening to their concerns inside and outside an organization. The teaching about citizenship becomes integrated into the activities of reflection and one on one support with the team leader that is embedded in the development plan. These methods of teaching enable employees to express their concerns and receive additional support through the learning modules and training activities as needed. The development and learning goals chart following the 4 practice sections captures how employees needs are identified and how innovative and creative ways to meet these needs can be addressed. The multiple “touch-points” and coaching with the team leader throughout the employee development program shows commitment and follow-up support for the employee which fosters a culture that is service-oriented (Kandampully, Bilgihan &Tingting, 2016).

Developmental Plan- Activity 3

Daneen

References

Orientation – Hospice Residence Nurses. (2017). FH Pulse: Clinical Programs: Palliative Care. Retrieved October 30, 2018 from https://remote.fraserhealth.ca/+CSCO+1h756767633A2F2F6E63637930313137++/clinical_programs/palliative_care/services/hospice_residence/Pages/HospiceOrientationModules.aspx

Read Kandampully, J., Bilgihan, A & Tingting, C. (2016) . Developing a people-technology hybrids model to unleash innovation and creativity: The new hospitality frontier. Journal of Hospitality and Tourism Management. 29 (2016). 154-164.