Nursing Process Overview

Study Notes

Assessment: Involves gathering and interpreting various factors about a patient, including physical, psychological, sociocultural, spiritual, economic, and lifestyle elements. This comprehensive approach ensures a holistic understanding of the patient’s situation.
Diagnosis: Represents the nurse's clinical judgment regarding the patient's responses to actual or potential health issues. This step is critical for identifying specific health needs and concerns.
Outcomes/Planning: Entails developing a personalized care plan based on the assessment and diagnosis. This plan is documented in the patient's record, ensuring accessibility for nurses and the entire interprofessional team for coordinated care.
Implementation: Involves executing the treatment plan, which includes supervising care and documenting all actions taken. This step ensures that care is delivered as planned and recorded accurately.
Evaluation: Focuses on ongoing assessment of the effectiveness of the care plan. It includes making necessary adjustments to ensure that patient needs are continuously met and that the care plan remains relevant.

HR management is crucial for developing systems adhering to regulatory guidelines and licensure laws.
Responsibilities include the selection, evaluation, and retention of healthcare professionals.

Each healthcare profession and its subspecialties have specific job requirements.
National accrediting organizations (e.g., The Joint Commission), regulatory bodies (e.g., CMS), and state licensure boards must be considered in HR practices.
Comprehensive employee compensation programs must articulate specific skills and knowledge for each job role.

Job descriptions should include education level, experience, judgment ability, accountability, physical skills, communication skills, and certification/licensure requirements.
HR personnel need extensive knowledge of job specifications to align qualifications with job titles and determine appropriate wage and salary ranges.

HR must establish policies for verifying licensure at initial employment and procedures for tracking expiration dates for renewals.
Primary verification involves direct confirmation from the licensing authority, while secondary verification may involve candidate-provided documentation.
Certifications should be verified during the hiring process, even if not always legally mandated.
Systems for tracking certification expiration dates and managing documentation for renewals must be implemented.

Podcast