Nurse Leader

Roles and Functions of a
Chief Nurse as Human Resource

Development in the nursing division
of the hospital.
The chief nurse is responsible for the quality of service rendered by the
nursing personnel, to ensure that staff accountabilities are consistent with
their qualifications, trainings, experience, education, registration, and
licensure. She/he is responsible for planning, implementation and evaluation
of the HRD program. She/he should require membership to all accredited
nursing professional associations for continued growth and development.
She/he is responsible for developing comprehensive program of staff training
to meet organizational goals and educational needs of staff and evaluating
the effectiveness of these training and development programs.
A. Recruitment
 Is a process of searching and obtaining applications for job, from
among whom the right person can be selected.
 Recruitment is defined as the process of searching for prospective

employees and stimulating them to apply for job in the
organization.
B Flippo
Recruitment shall be done from a central place (e.g. Nursing Service).

Sources of Recruitment:
1. Internal recruitment - promotion, transfers, retrenched
employees, former employees or retired employees, etc.
2. External recruitment - advertisement, campus

recruitment, internet recruitment, unsolicited applicants,
etc.
Steps in Recruitment:
1. Planning
2. Strategy
3. Searching
4. Screening
5. Evaluation and Control
As a Chief Nurse, part of the duties and responsibilities is to
ensure staffing is at adequate levels to meet patient needs.
Recruitment is a necessary precursor to effective staffing.

B. Selection
 The process of identifying an individual from a pool
of job applicants with the requisite qualifications and
competencies to fill jobs in the organization.
 The term ‘selection’ comes with the connotation of

placing the right person in the right job.
 The selection process starts when applicants are screened
in the personnel department.
 Selecting includes interviewing the employer’s offer,

acceptance of the applicant and signing of a contract or
written offer.
 Applicants who met the job requirements are directed to

fill up job application forms and return the same for further
action. The Job application forms is the most important
tool in the selection process.
Steps in Selection
1.Interview by the personnel department
2.Pre-employment tests (Written, oral and practical)
3.Interview by the department head
4.Decision of administrator to accept or reject
5.Medical Examination
6.Checking of references
7.Issuance of appointment letter
RECRUITMENT AND SELECTION
PROCESS
Announcement of Vacancy
Conducts document review
Conducts initial interview
Administer general or technical exam
Conduct character Investigation

Panel Interview
Deliberation (Ratings, resolution)
Submission of resolution to the appointing

authority
Preparation of appointment
Brief Orientation
C. Job Satisfaction
 Job satisfaction refers to a pleasurable emotional state culminating from the
judgment of one’s job or job experience. Locke EA
 It is simply how contented an individual is with one’s job; whether or not one likes
the job.
Components:
1. Intrinsic component - concerned with personal perception and internal feelings
resulting from recognition, advancement, success at work, and connections with
the colleagues.
2. Extrinsic job satisfaction - arises from external factors such as salary, reward and
working environment.
3. General job satisfaction - results from the combined effect of intrinsic and
extrinsic job factors.
D. Salary Standardization
 The Chief Nurse and Nurse Managers shall have budgetary plan and take responsibility in monitoring and control
of all expenditures incurred in the Nursing Service Budget.
Which is primarily concerned with
1. Maintenance and Other Operating Expenses (MOOE) – Supplies, Training and Research
2. Personnel Services (PS) – Salaries
3. Capital Outlay (CO)- equipment, replacement and repair, maintenance and infrastructure.
4. Training and Staff Development
5. Researches
Source:Department of Health Hospital Nursing Service Administration Manual 4th Edition

Philippine Government Nurse Salary Grade
Salary Grade 2023 Table for Government Nurse (Effective January 1, 2023)
Salary
Position Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8
Grade
Nursing
Attendant 4 15,586 15,706 15,827 15,948 16,071 16,193 16,318 16,443
I
Nursing
Attendant 6 17,553 17,688 17,824 17,962 18,100 18,238 18,379 18,520
II
Ward
7 18,620 18,763 18,907 19,053 19,198 19,346 19,494 19,644
Assistant
Nurse I 15 36,619 36,997 37,380 37,768 38,160 38,557 38,959 39,367
Nurse II 16 39,672 40,088 40,509 40,935 41,367 41,804 42,247 42,694
Nurse III 17 43,030 43,488 43,951 44,420 44,895 45,376 45,862 46,355
Nurse IV 19 51,357 52,096 52,847 53,610 54,386 55,174 55,976 56,790
Nurse V 20 57,347 58,181 59,030 59,892 60,769 61,660 62,565 63,485
Nurse VI 22 71,511 72,577 73,661 74,762 75,881 77,019 78,175 79,349
Nurse VII 24 90,078 91,548 93,043 94,562 96,105 97,674 99,268 100,888
E. Staff Development
Staff development refers to the processes, programs, and
activities through which every organization develops,
enhances, and improves the skills, competencies, and overall
performance of its employees and workers.
Staff development activities are needed, because societal
change and scientific advancement cause rapid obsolescence
of nursing knowledge and skills.
Benefits of Training and development
1.Improves employee performance
2.Improved employee satisfaction and morale
3.Addressing weaknesses
4.Consistency
5. Increased productivity and adherence to quality
standards
6.Increased innovation in new strategies
7.Reduce Employee Turnover
8.Enhances company reputation and profile
Steps in Staff development program.
1. Assess the educational needs of all staff members.
2. Set priority based on timely needs.
3. Develop general objectives for the staff development program.
4. Determine resources needed to reach the desired objectives.
5. Develop a master calendar for an entire year.
6. Develop and maintain staff development record system.
7. Establish files on major educational topics.
8. Regularly evaluate the staff development program.
How to increase production
and job satisfaction
Creating a healthy work
environment for Nursing Practice
.
Autonomy of Job Control

Offer opportunities for personal growth
and professional development
Use of acknowledgement
and appreciation to help
employees feel valued
Nurse Leader Behavior
Collaborative approach with
positive interactions and active
participation

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Roles and Functions of a

Chief Nurse as Human Resource

 Recruitment is defined as the process of searching for prospective

Recruitment shall be done from a central place (e.g. Nursing Service).

2. External recruitment - advertisement, campus

Recruitment is a necessary precursor to effective staffing.

 The term ‘selection’ comes with the connotation of

 Selecting includes interviewing the employer’s offer,

 Applicants who met the job requirements are directed to

Conducts document review

Conducts initial interview

Administer general or technical exam

Conduct character Investigation

Deliberation (Ratings, resolution)

Submission of resolution to the appointing

Source:Department of Health Hospital Nursing Service Administration Manual 4th Edition

Autonomy of Job Control

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