Authors
1 Payam Noor University
2 Kerman University of medical sciences
Abstract
Introduction: Nowadays staff development is more a culture than a process. In this culture,
organizations’ staff are considered the most crucial resource. They evaluate the existing
problems actively and creatively while at the same time they try to solve them in teams.
Performing the process of staff development in different organizations especially health
organizations has its own fragile points depending upon many different conditions. This process
has been done in the central supporting department of the Kerman University of Medical
Sciences and its results have been analyzed.
Method: Staff development process has been done based on David Coghlan’s Model and it is of
action-research type.
Results: The findings of this research justify the positive impacts of the intervention on staff
development. These interventions include: raising the participation proportion, performing team
work, communication freedom, access to information, and clear goals, feedback, and
organization learning.
Conclusion: The results of this research show the positive impacts of the intervention on
development of those in charge of the qualitative cycle. In addition to these there are some
barriers in the development process, the omission of which can lead to the improvement of this
process.
Keywords
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