Avaliação de desempenho por competências em enfermeiros hospitalares

Abstract

Objective to evaluate the frequencies attributed to the professional competences of hospital nurses, discussing the ones that obtained higher and lower frequencies.Method descriptive, cross-sectional, quantitative study with 45 nurses of a hospital of high complexity in the interior of São Paulo state. The study used the Competences Evaluation Questionnaire, translated and validated in Brazil, composed of 27 items in five domains: professionalism, communication, management, nursing process and problem solving. Data were analyzed using descriptive statistics.Results it was found that 80% of the participants were female and 20% were male. The age ranged between 25 and 63 years, with an average of 40.02 years, and the average length of professional experience was 13.39 years. The competences “Communication with the hospital’s administrative staff” and “Participation in scientific research and / or application of results” had the lowest frequencies, while “Commitment to punctuality and workload” and “Commitment to the ethical principles of the profession” were evaluated with the highest frequencies.Conclusion evaluating the performance by competences becomes essential for managers and training centers, since it contributes to the identification of gaps in knowledge, skills and attitudes of professionals, by promoting the elaboration and implementation of strategies for their development.

Parents’ Perspectives on the Health Education Provided by Clinicians in Portuguese Pediatric Hospitals and Primary Care for Children Aged 1 to 10 Years

“…We know that a good nurse is built through their visibility in society, by their appropriate posture and respect, knowledge, quality of the work, and way of acting, and therefore the evaluation of their practice in addition to characterizing the profile of these professionals will directly reflect the effectiveness of nursing care [33]. In the present study, the parents' evaluation was positive, which reflects the recognition of the nurse's role as a health professional with the necessary knowledge to help in the care of child and parents, their active role, their interactive and interventional role in health decisions, and the effective transmission of knowledge that generates increased health literacy and health gains.…”

A management instrument for team performance evaluation

“…The performance evaluation system started to be perceived as a balanced and dynamic system, formed by indicators capable of sustaining the decision process through the collection, treatment, and analysis of information (Neely et al, 2002). In the field of business administration, performance evaluation contributes to the improvement and strengthening of professionals' knowledge, skills, and attitudes, in addition to broadening the managers' view of organizational reality (Soares et al, 2019).…”

“…Due to the wide dissemination of work teams in organizations, there is a natural growth in demand for reliable tools to assess the desired results (Puente-Palacios et al, 2016). Soares et al (2019) highlight the relevance of the application of instruments that identify gaps that can be improved and developed, through teaching-learning methodologies with employees, aiming at improving professional performance.…”

Fatores associados a competência de comunicação entre enfermeiros cirúrgicos

“…Pesquisadores americanos e brasileiros constataram que enfermeiros não tem uma comunicação clara e efetiva durante a assistência hospitalar, que pode ser atribuído a falta de aprimoramentos oferecidos pela instituição empregadora, organizações com sistemas de hierarquias autoritárias e os diferenciais de poder associados à antiguidade e ao status profissional, além de profissionais jovens com pouca experiência. 13,15 Acredita-se que o fluxo de transmissão da informação por vários níveis hierárquicos e por diversos profissionais pode ocasionar comunicação ineficaz; por conseguinte, pode afetar a qualidade nos serviços prestados por esses profissionais e consequentemente a segurança do paciente. Nesse sentido, é válido dizer que a estrutura organizacional tem potencial para interferir de forma positiva ou negativa no processo de comunicação entre os seus membros constituintes.…”

“…Enferm. UFSM, Santa Maria, v11, p [1][2][3][4][5][6][7][8][9][10][11][12][13][14][15][16][17]. 2021 se era o grupo um ou dois (Exemplo: E1 -Hospital II grupo focal 1).…”