reliable evidence from practice used as a means of providing substantiation of my learning and development‚ I will explore and provide a range of evidence from my portfolio‚ verifying achievement of my 2 chosen NMC proficiencies within the care delivery domain at Bondy level 4 (appendix 1).I aim to support this with a discussion as to how my chosen evidence undoubtedly provides verification of these requirements‚ a vital component of this is selecting the right types of evidence to properly outline
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One Special Delivery On February 12‚ 2010 a day I will never forget. I started my daily routines cooking and cleaning. Then all of a sudden I began to feel weak‚ my vision was blurry‚ I felt dizzy‚ and it felt as if my head was about to explode. When this happened I immediately called my primary doctor to schedule an appointment. I was really frightened and confused. At the time‚ I had no idea what was going on. My doctor did blood work and ran test to figure out why this happened. My
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Exemplar 2 Labor and Delivery When I began my shift at Jord Valley Hospital a woman‚ to my delight‚ was about to give birth. I had never before seen the miracle of life unfold‚ other than my own child birth experiences. The delivering physician had already been advised that the patient was dilated to 10 and was ready to deliver. I stepped into the room gloved and gowned and the nurse asked me to stand opposite of her and hold one of the mother’s legs. I just mimicked what the nurse was doing;
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3RAI F203B (HR) Recording Analysing and Using Human Resources Information Activity 1 There are a variety of reasons why an organisation needs to collect HR data‚ these could be:- • To satisfy legal requirements • To provide relevant information in decision making • To keep a record of Contractual arrangements • Keeping contact details of employees Government departments’ including HMRC can demand information from the business on how many people are employed
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Technology | | |Department of Information Technology | COURSE DELIVERY PLAN Semester I – 2012 - 2013 |Course Information | |Course Code |IT IS 3202
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CIPD – Intermediate certificate in Human Resource Management Unit: 5DPP – Developing Professional Practice Pre webinar exercise. Is the criticism of HR in the article justified? Yes and no! The quote in the article from Dona Roche-Tarry is fairly damning. She states the HR team should be equally responsible as they work alongside the CEO and MDs to recommend strategies for pay and bonuses. Whilst HR may work alongside the senior decision makers‚ they can only make recommendations. The ultimate
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things. Most physicians say that when they get stuck with a new nurse‚ they think "Oh my God‚ I’m doomed for the day". It says that most physicians don’t give the young nurses a chance to show them that they are really smart and can do good in the delivery room. So with the physicians being uncomfortable with their nurses‚ it makes for bad communication skills. The doctors getting frustrated at the nurse for not listening or not doing something right. Then that makes the nurse nervous and it makes
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Care Delivery & Management Special Care In Mental Health Nursing Practice Word Count In Total: 5458 Word Count Reflective Practice Paper: 4372 Action Plan: 1086 The purpose of this assignment is to reflect upon my personal and professional development. It will consider the quality of the care I provided‚ the skills I developed in my specialist placement‚ plus my learning since the commencement of my nurse training. Personal learning and self-reflection will be identified. I shall be
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re-structure and its existence remains in place for the future. 2. HR Function The Human Resources (HR) function is concerned with the issues of managing people within the organisation. It develops‚ advises on and implements policies relating to the effective use of personnel. Their aim is to ensure that the organisation employs the right balance of staff in terms of skills and experience‚ and that training and development opportunities are available to employees to enhance their performance and achieve
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useful to identify the current levels of knowledge‚ skills and attitude‚ and the required level of knowledge‚ skills and attitude. Then it is possible to determine the required learning and training needs by conducting a training needs analysis. In a CIPD factsheet the author cites that‚ “the analysis of gaps in knowledge and skills identifies what employees will need to learn in order to be fully competent in the jobs they will be doing now and in the future…having a clear idea of what needs to be
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