Includes bibiliography, appendix and curriculum vitae.

ABSTRACT

This study assessed the training needs and job performance as perceived by the nursing staff in Medical Center of Muntinlupa. It was specifically directed towards answering the following sub-problems: 1. What is the demographic profile of the Nursing staff in Medical Center of
Parañaque and Medical Center of Muntinlupa in terms of: 1.1 Age 1.2 Gender 1.3 Years of Experience 1.4 Educational Background 2 What are the training needs perceived by the Nursing staff in Medical Center of Muntinlupa according to: 2.1 Job Knowledge/Skills 2.2 Work Results 2.3 Communications 2.4 Initiative & Problem solving 2.5 Interpersonal Relations/Equal Employment Opportunity 2.6 Work Habits What is the job performance of the nursing staff in Medical Center of Muntinlupa according to: 3.1 Job Knowledge/Skills 3.2 Work Results 3.3 Communications 3.4 Initiative & Problem solving, 3.5 Interpersonal Relations/Equal Employment Opportunity 3.6 Work Habils Is there a significant relationship between training needs and job performance of the Nursing Staff in Medical Center of Muntinlupa according to? 4.1 Job Knowledge/Skills 4.2 Work Results 4.3 Comununications 4.4 Initiative & Problem solving 4.5 Interpersonal Relations/Equal Employment Opportunity 4.6 Work Habits

The study used the descriptive-correlational research design. The questionnaires were the principal instrument used in gathering data and information needed in the study. With the permission granted by the Chief Nurse of Medical Center of Muntinlupa, 2 set of questionnaires were employed: Job performance evaluation tool and training needs tool which were both evaluated by 3 assessors Supervisor, Co-worker and Self. The researchers have formulated 45 questions in the job performance instrument and 60 suggested trainings in the training needs tool. A total of 33 respondents have answered the questionnaires and 3 assessors have evaluated each of them. Statistical treatment was used to present the data such as, frequency counts, and percentage mean scores, to identify the level of job performance of the nursing staff and to assess the training needs of the nursing staff. The null hypothesis was formulated that there is no significant relationship between relationship between training needs and job performance as perceived by the Nursing Staff in Medical Center of Muntinlupa according to? A.) Job Knowledge/Skills B.) Work Results C) Communications D) Initiative & Problem solving E.) Interpersonal Relations/Tigual Imployment Opportunity F.) Work Ilabits
The following were the findings of the study. The data yielded 25 tables are as follows:
Majority of the respondents belong to the 24-26 year old age range, which represents 33.33% Female nursing staff represents 63.61% of the total population of the respondents The largest group of respondents by area of assignment came from the OR department represented 51.51% of the total population. Most of the respondents have 3-4 years of professional working experience, which represents 42.42% of the total population. The Job Performance Evaluation Tool yielded a satisfactory rating, which has a mean of (3.794). The highest individual mean rating was 4.724 - Highly Satisfactory, and the lowest individual mean rating was 2.922 Neither Satisfactory/ Unsatisfactory. The average mean rating in the job performance factor given by the 3.794 - (Satisfactory), and the average mean rating by the nurse itself is 3.866 - (Satisfactory). 8.
The Training Needs Tool in summary yielded 15 Top Training Needs. Update on Advance Cardiac Life Support under Job Knowledge and Skills is the most popular training/seminar of choice the highest frequency of 46. Second in the ranking is Stress Management Techniques under Work Habits with a frequency of 38. The third popular training/seminar is Advance IV Therapy yielding, 37, which is under Job Knowledge and skills, Majority of the Training Needs came from the category Job Knowledge and Skills. A total of 7 out of 15 top training needs came from this category. It is followed by Work Results and Work Habits with both 2 out of 15 top training needs. From the findings of the study, the following conclusion was drawn: job performance as perceived by the 3 assessors. This measures the employee's results in meeting established objectives, expectations, and standards of quality, quantity,customer service, and timeliness both individually and in a team. This implication simply reveals that there is a scarcity and shortage of Filipino Nurses in terms of quality according to Lorenzo (2004) who stated that many Filipino nurses who are skilled and experienced have migrated to other countries and the ones who have stayed are those who are relatively unskilled and inexperienced which poses a serious implication on the quality of health care that the nurses provide. Based from the findings and conclusions of the study the researchers would like to recommend the following: 1.) Nurses should demonstrate job relevant knowledge and essential skills, such as work practices, policies, procedures, resources, laws, customer service, and technical information, as well as the relationship of work through seminars of time management skills, communication skills etc. 2.) Communication should occur with the reviewing officer to ensure consistency with organizational expectations and similar job functions. 3.) Stress Management Techniques seminars should be taken by nurses in order to promote stress reduction since the ratio of a nurse to patient is considerably high. 4.) On the categories from the General Training Needs, seven out of fifteen trainings under the category of Job Knowledge and skills were preferred by the nursing staff of Medical Center of Muntinlupa. These training would promote outstanding performance if and when performed especially when it is highly perceived as needed. 5.) Hospital Administrators should conduct needs assessment of nurses by identifying and prioritizing their learning needs to improve the quality of delivery of health care services. Selecting of an appropriate training method would be essential to reduce the amount of time, manpower and financial resources to be allotted when the needs are already identified. 6.) Future Researchers should try to formulate a study and come up a standardized training needs instrument to give consistency and accuracy of data and to prevent further complications and biases. They should be aware of the rating errors during data gathering and procedure collection. Conducting individual interviews can be a better source of gathering the data needed.