employee recruitment and retention of health care professionals-staff turnover

Employee Recruitment and Retention

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The contemporary healthcare sector faces many dynamics that present challenges and opportunities. Advancement in technology, globalization, and competition in the industry are among the components that have significantly altered the manner providers engage in their daily activities. Again, the calls for better and quality services provision have led to innovation-led approaches. Another important challenge facing the sector is the shortage of clinical staff. The report looks into the recruitment and retention challenges in the health sector. In particular, the discussion will evaluate the situation at Chatuge Regional Hospital in North Georgia. The facility is over 54 years old – currently offering emergency, trauma, and heart services. There is a great need for regular training and motivation of clinical staff to foster efficiency and productivity in the provision of health services.

Chatuge Hospital, like other facilities, experience challenges in recruitment and retention of experienced health professionals. Hospital administrators should continuously work on initiatives such as talent development and motivation to ensure the retention of staff and the provision of quality services. Recruitment and retention of health professionals remain a significant concern in the quest to ensure patient satisfaction and access to quality services. The trend has seen most hospitals experience high staff turnover and operational costs. Leadership strategies in an organization impact the productivity, motivation, and retention of staff (Kroezen et al., 2015). Hospital administrators need to work on elaborate human resources initiatives that capture needs and interests. The issues highlighted are essential in not only improving service provision but also enhance the satisfaction and retention of clinical staff.

Several challenges hamper the process of the improvement of the health facilities and professionals. Inadequate remuneration of the nurses erodes the image of the nursing profession. In the years gone, most people respected the nursing field due to the professionalism exuded by the personnel. However, the remuneration factor erodes the image of the profession in that the nurses earn low wages while they invest significantly in training and performance of their respective jobs (Kroezen et al., 2015). The nurses get de-motivated when working in a less conducive environment. Also, the challenges highlighted above have effects on patient safety and satisfaction. The issue undermines the reputation of a health facility; thereby, leading to low-level sustainability of the business. Healthcare care providers need to take steps that will lead to the formulation of strategies that appreciates diversity and universality in the healthcare sector.

The facility needs to train the clinical staff on the basic tenets of culturally-suitable interventions that suit the needs of patients in the region. The move will help in fostering positive patient-nurse relationships and attainment of favorable health outcomes. More so, the decision-making process should be informed about the need to advance patient satisfaction. The application of nursing theory and models is helpful for a nurse educator, including in staffing and leadership (Flott & Lois, 2016). It is also prudent for a nurse educator to understand the needs and interests of clinical staff as a means of providing necessary skill development and support. At times, nurses and ancillary staff may feel less motivated; hence, their discouragement in offering quality services to the patients. Besides, the clinical administrator at Chatuge Regional Hospital should strive to enhance the productivity of the clinical staff through extrinsic motivation strategies. A useful training model should persuade nurses to get appropriate skills while communicating their challenges and opportunities to the relevant individuals (Flott & Lois, 2016). A useful leadership model should provide a clear framework for the evaluation of the expertise of the clinical staff members. The overall goal is to offer a multidimensional solution that addresses issues such as skills’ constraints, cultural needs, and de-motivation of nurses.

In conclusion, health facilities need to work on effective programs that promote the welfare of stakeholders, including patients and clinical staff. The move has benefits in enabling access to quality and cost-effective services. The human resource department at Chatuge Regional Hospital has an opportunity to improve services by addressing the needs and interests of health professionals. It is necessary to work on effective strategies that promote employee motivation, talent development, and retention.

References

Flott, A., & Lois L. (2016). "The clinical learning environment in nursing education: a concept analysis." Journal of advanced nursing 72(3), 501-513.

Kroezen, M., Dussault, G., Craveiro, I., Dieleman, M., Jansen, C., Buchan, J., & Sermeus, W. (2015). Recruitment and retention of health professionals across Europe: a literature review and multiple case study research. Health Policy,119(12), 1517-1528.