Professional competence of practising nurses

Abstract

Competence assessment and targeted interventions are recommended as tools for the management for planning nurses' career development and continuing education to ensure competent and motivated work force and high-quality care.

Professional values and competencies as explanatory factors for the use of evidence‐based practice in nursing

“…, Meretoja & Koponen , Numminen et al . ), in that nurse respondents perceive themselves as most competent in the categories of helping, teaching–coaching and work roles and less competent in ensuring quality, work flexibility, revising standards/guidelines, proposing changes, drafting expert opinions and applying research results in practice.…”

Nurse competence between three generational nurse cohorts: A cross‐sectional study

“…Managers should also harness the experienced nurses by planning focused interventions for them in teaching, coaching and mentoring skills, emphasising cooperation in learning to weaken the culture of withholding knowledge and encouraging attitudes that convey mutual respect and support between generations. Research indicates that nurses' pedagogical skills need improvement . Moreover, managers should acknowledge their own important role in creating work environments that support competence and consequently quality of care .…”

The relationship between workplace learning and midwives’ and nurses’ self-reported competence: A cross-sectional survey

“…Some of these studies investigated the effects of the length of clinical experience (Numminen et al, 2013;Takase, 2013;O'Leary, 2012) and the frequency of using competence (i.e., using knowledge and skills in practice) (HengstbergerSims et al, 2008;Numminen et al, 2013;O'Leary, 2012) on the development of nursing competence. In general, the level of competence is considered to correlate with the length of clinical experience (Takase, 2013), as more experience means that nurses have more opportunities to learn from practice.…”