Continuing Professional Development In Nursing

This learning outcome demonstrates my professional development during these three years of nursing education programme. Professional development in nursing is a lifelong process which requires an active participation by the nurses to develop and maintain competence, enhance professional nursing practice and support achievement of their career goals (Jasper et al, 2013). Continuing professional development (CPD) is vital for nurses as it ensures that nurses maintain safe and effective care , improving practice or develop new skills (NMC, 2015). While there are evidences suggest that the term professionalism varies by time (Bunkenborg et al, 2013), the NMC code (2015) set out clearly what is meant by professional standard for a nurse. As a

Moreover, I spent 50 % of my time clinically with my mentors (NMC, 2010) , who have complex educational roles in maintaining patient safety, teaching knowledge and skills and acing as role models for student nurses for a better practice (RCN, 2018). My reflective practices and academic work along with the clinical experience helped me to do the assessment properly and carryout appropriate action which is evident in appendix 1. I have developed my skills in providing compassionate care to the patient and maintaining their dignity (NMC, 2015). Moreover during the incident I acted within my limitations and gained appropriate help from the senior member of the staff (NMC, 2010. The knowledge and skills that I gained during these three years helped me to become aware that dying patients experience various uncomfortable symptoms during the end stage of their life (Steinedal et al, 2011). Moreover, physical pain is very common symptom in dying patients and it recognized as a substantial burden among the cancer patients (Steinedal et al, 2011). Pain can alleviate human sufferings; therefore, adequate pain control is essential to reduce the human sufferings (Stenedal et al, 2011). Burke and peel (2013) Suggest that the knowledge of symptom control helps the health care workers to improve the quality of life in dying

NMC (2015) suggest that nurses need to engage in a lifelong learning process and moreover, the health care organization and nursing colleges needs to create a culture of lifelong learning (Davis et al, 2014). In recent years the lifelong learning programme is slightly changed and emphasis was given to the professional development along with acquisition of knowledge and skills (Hamric et al, 2013). In their analysis Hayes (2016) demonstrated that the lifelong learning in nursing can be divided in to mainly 3 domains: cognitive domain, psychomotor domain and affective domain. He added that in addition to the formalised education from the academic providers, the nurses learning from the job on a daily basis (Hayes, 2016). Moreover, to facilitate the provision of high quality safe cost effective patient care, the health care organizations employ and maintain the competent nursing staff through appropriate evidence based ongoing education (Coventry et al, 2015). In order to achieve this funding, promotion and support is very essential (Francis, 2011; Wills, 2013). Lack of CPD opportunities results in reduced job satisfaction and limit the intent to stay in the nursing carer leads to unfulfilled carer expectations (wills commission, 2012). In addition to that, in their study Coventry et al (2015) found that due to the pressure from the work the organizations are unable to