Senior Project
Tony85
recruitment_and_retention.pptxEmployee and recruitment challenges Melonie Lindsey HCA 459 Vicki Sowle May 19, 2014
Recruitment and retention
Recruitment and retention of Registered nurses are a major challenge
Recruitment of Registered nurses are expensive
Retention of Registered Nurses are also a big challenge
Factors that influence recruitment are things such as the facility's reputation, salary, union status and autonomy. There are concerns that overlap the recruitment of the nurses and the nurses that want to stay or who are considering staying.
A recent study by Jones, CB, The cost of Nurse Turnover, Part 2, Journal of Nursing Administration, 35(1), 41-49, estimated a total cost of between $62,100 and $67,100 to replace one RN. Workload also plays a factor when it comes to vacant RN positions because now each of the other nurses have to pick of up the slack.
When it comes to retention nurses feel as if they should be a part of decision making at the unit level, they should have a decent workload, they should be able to receive education to let them progress.
RN recruitment and retentin are competitive aspects of the health care business.
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Enhance recruitment
Encourage volunteer
Develop a relationship with University programs
Raising awareness in your community about your program
Attend local and state professional meetings
Offer volunteer opportunities at your facility, Go to the college and talk to the students, Join different university job fairs, and develop different research partnerships
Offer free groups for families and patients for support, look into promoting community service programs, and hold health fairs.
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Trends to Consider with nurse shortages
Time over money
Professional versus personal roles
Rising superclass of employees
Integration of home and work
Gen X entrepreneurs
Collaborative management
Time over Money meaning employees value their personal time then to have money
Professional versus personal roles: people want work and home to be 50/50 not more then the next
Rising superclass employees: Some individuals want more personal time but there are some people that are go getters and want to travel, work long hours and relocate.
Integration of home aand work: Employers are doing what they can to to provide services for stress management as well as their personal lives.
Gen X Entrepreneurs: Employees in their younger ages look at the workplace differently which focuses more on independent work and freelancing.
Collaborative Management: Basically creating a teamwork type of an environment which in some cases is hard.
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Time over money
Professional versus personal roles
Rising superclass of employees
Integration of home and work
Gen X entrepreneurs
Collaborative management
Trends to Consider with nurse shortages
Regulatory and policy issues
State and federal law
Regulation by accreditation/certification organizations
Licensure and nursing practice acts
Some of the issues above are barriers and some are factors cause nurses to leave the profession.
Nurses feel like they spend more time with paperwork then they do with the actual patient. Process improvement would be a solution http://www.nursingworld.org/MainMenuCategories/ThePracticeofProfessionalNursing/workforce/Workforce-Advocacy
http://www.nursingworld.org/MainMenuCategories/ANAMarketplace/ANAPeriodicals/OJIN/TableofContents/Volume62001/No1Jan01/NursingShortageSolutions.aspx
http://www.asha.org/careers/recruitment/healthcare/recruit_ret_strategies/
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External Health Care environment
This model shows the futuristic model of care which was developed at the Massachusetts General Hospital and presented as a Harvard Business School case study.
The model shows the vision, values and goals converge to support the delivery of patients.
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REFRENCES
The American Nurses Association, Inc (2014). The Nursing Shortage: Solutions for the Short and Long Term. Retrieved from http :// www.nursingworld.org/MainMenuCategories/ANAMarketplace/ANAPeri odicals/OJIN/TableofContents/Volume62001/No1Jan01/NursingShortageSol utions.aspx
American Speech-Language-Hearing Association (ASHA) (2014). Retention and Recruitment Strategies. Retrieved from http://www.asha.org/careers/recruitment/healthcare/recruit_ret_strategies/
