Utilization of Nursing Career Ladder / 国際保健医療

ABSTRACT

  In this article, the author presents experience of JICA’s project, “The Project for Enhancement of Nursing Competency through In-Service Training” (hereinafter referred to as “the Project”) that is under implementation with the Ministry of Health, Republic of Indonesia, five universities and nine hospitals in Indonesia (hereinafter referred to as “counterparts”) based on the author’s experience as an expert for the Project from December 2012 to December 2015. In the Project, Indonesian counterparts improved their Nursing Career Ladder (hereinafter referred to as “the Ladder”) and modified/developed several training curricula in line with the Ladder. <BR>  As a result, through improvement/development of the Ladder and several curricula in the Project, several results were found such as utilization of the Ladder for curriculum development; training planning and management; allocation of nursing authorities to nurses; effective allocation of human resources. It was also found that the Ladder could be utilized as the internal control in line with the Ladder of the Project and literature study.<BR>  Presently, the Ladder is utilized for human resource development and human resource allocation and defined as a tool for nursing human resource development and career management, however the author concluded that the Ladder can be utilized for nursing management in consistent manner; communication between hospital (management) and nurse; fair evaluation; designated training contents and effective training planning; communication between hospital and stakeholders; allocation of authority; internal control by discussing the Ladder based on literature study, project activities and project results that were reported in the reports such as the Project’s mind-term review reports, experts reports to JICA and Indonesian counterparts and so on.