The Personnel Recruitment And Retention

Published Date: 02 Nov 2017

The problem in healthcare industry is the shortages on nurses, this has affected the recruitment and retention of nurses of nurse in hospitals. Nurses are the largest group of health care professionals providing direct patient care in hospitals, and the quality of care for hospital patients is strongly linked to the performance of nursing staff. This paper focuses on improving the hospital work environment to attract and retain high-quality nursing staff, with the ultimate goal of improving patient care and outcomes in hospitals. The government and hospitals firms are dedicated to improving the health and health care of all Americans. Central to this mission is transforming the way care is delivered at the bedside to reduce the shortage in nurse staffing and improves the quality of nursing care.

A nurse is very important in providing high-quality patient care in hospitals. Attracting high-quality staff, enable them to do their best work, and keep them as long-term employees, improvements must be made in the organization using better technology, allocation of space, and hospital leadership and culture. A hospitals official is getting support from government to build a new kind of hospital that reflects the needs and realities with today’s technology. A hospital where patient safety is assured, quality of care is very important, efficiencies are maximized, and staff are satisfied with and actively supported in their jobs.

Although this initiative begins with the nursing profession, the results from these efforts are expected to affect all health care workers in hospitals and the millions of patients whom they serve.

Background

Personnel recruitment and retention has been a big problem for hospitals especially with the shortages of doctors and nurses. The government and universities are working with healthcare firms to attract quality workers. There is a lot of competition with building of new hospitals and nursing homes which make workers either go somewhere with better pay and benefits which make hospitals encounter shortages and hard to keep workers. The healthcare industries laws are steadily changing are the regulations and making this industry unattractive and workers, especially doctors and nurses are quitting and going to another profession.

Hospitals have been known in their community to provide full services to inpatient and outpatient. Some hospitals are faced with many issues that will affect their ability to service their community. Here are some of the issues that hospitals have been faced with: New hospitals recently open in the area increasing completion. The employee turnover rate exceeds 20%, leading to a lot of vacant positions. Local colleges discontinue their nursing degree program and employee morale has been deteriorating over the last 12 months. Our economy is in bad shape and this force the federal and state to do budget cuts, which makes it harder for traditional colleges and universities not be able to expand and add enough faculty members to meet demand.

Define the problem

When a new hospital is built in the same area this brings competition for other hospitals. This will not only have an impact on revenue but also creates competition for retaining staff. Some hospital will lose their medical staff to the new hospital. In order to compete with the others hospitals must re-strategies the organization structure. Some hospitals are out of date with technology one suggestion would be to build a more up to date hospital with the latest technology.

Suggestion The nursing profession has been expiring a shortage of clinical nurses from quite some time. Organizations are having difficulty recruiting new nurses and retaining current staff. "The U.S. Bureau of Labor Statistics predicts the demand for registered nurses to grow from two million to 3.2 million between 2008 and 2018, a 60% increase" (U.S. Bureau of Labor Statistics 2008). "There were 320,000 who applied to nursing school in 2008, only 78,000 graduated and 23% are currently working as nurses. After graduation, about 30,000 nurses stay in the field, but 50% leave their first job after two years" ( Benjamin Isgur). Compounding this staffing problem is the increasing age of the nursing population and their anticipated retirement. To facilitate improvements in nurse staffing, now and in the future, health care organizations must focus on recruitment, maintenance, and retention. The policies need to be developed to increase the recruitment and retention of young adults into the nursing profession. The nursing profession should be recognized as a profession that possesses high levels of scientific and technical knowledge as well as a personable aspect. This may appeal to younger people or perhaps a more diverse applicant pool as well. Finally, it is imperative for nurse leaders to create and sustain an environment where employees are connected to their organization, with a focus on retention as well as recruitment.

There should be examination of the hiring processes, maintaining public relations initiatives, and ensuring employee contributions as part of the recruitment of new nursing staff.

Nurses report higher job satisfaction if they perceive they are part of a team and feel a sense of belonging, though age is another variable in retention and job satisfaction. Senior nurses were less satisfied across all dimensions measured. Organizations focus on aspects that yield higher satisfaction in older nurses such as pay, staffing, and benefits. Multiple studies focus on the retention of veteran nurses, who evidence supports prefer shorter shifts, part-time hours, and assessment of less acute patient populations. Younger employees were found to prefer more vacations and flexible scheduling, especially during summer holidays. The older and younger nurses could benefit from programs and policies that support improvements in retention. Nurses at any age who perceive their work is appropriately recognized and rewarded tend to show more job satisfaction.

Problem Analysis Without a sufficient number of nurses, patient care and safety may become compromised, while nurses themselves may be overwhelmed, distressed, and dissatisfied. High patient-to-nurse ratios have been shown to lead to frustration and job burnout, which is linked to higher turnover. The shortage of registered nurses, in combination with an increased workload, poses a potential threat to the quality of care. The increases in registered nurse staffing was associated with a reduction in hospital-related mortality and failure to rescue as well as reduced length of stays.

Nurses of all specialties and institutional roles, and those in administrative and leadership positions in particular, must examine the contributing factors of the current nursing shortage to familiarize themselves with the situation and determine what should be implemented to influence strategies for improvement. The objectives of this evaluation are to express the severity and implications of the nursing shortage, determine current contributing factors, and examine possible solutions, successful recruitment and retention strategies

Possible Solution

There is a problem with nursing education because schools just do not offer the nursing program or there is a long waiting list to get accepted to the program. To solve these crisis hospitals will mobilize their members to support the local nursing programs through a Nursing Workforce Imitative. The workforce initiative would seek to increase nursing school enrollments by developing and strengthening a relationship between hospitals and universities.

Information would be gathered to support the development of a new hospital academic partnership by surveying the hospital and school. The objective of the surveys for the hospital would be to show how a nursing shortage would affect it. It would also show that the hospital would be to show how a nursing shortage would affect the hospital. It would also show that the hospital would have the capacity to accept more clinical student rotations. The nursing school survey would show the number of applicants that could be admitted if there wasn’t insufficient faculty and classroom space.

In 1981 the Nursing Training Act was eliminated by the Omnibus Budget Reconciliation Act. The act is designed to work with local colleges nursing staff would be to obtain education support from the federal government through Medicare direct Graduate Medical Education funds. Roughly, about fifteen percent of these funds are targeted for the hospitals to use to train nurses and other paramedical personnel. (Understanding the U.S. Health Services System 2009).

Nurses must be able to practice at their fullest capabilities to compete as attractive professional destinations. The practices environments should recognize and reward the differences that are defined by nurse’s roles, and skills. There are many factors to recruiting qualified staff. One of those factors is the environment in which the care is practice.

The Low pay rate is why nurses are having a professional draw back. The leading factor for nurses drawback is workplace issues. Another reason high turnover is due to dissatisfaction with the job, the supervisor, career prospects and the workload and staffing. Hospitals need to address these issues by introducing greater work environment and scheduling programs, rewarding those experienced nurses for serving as mentor and preceptors for new nurse. Also, they should implement a competitive salary, better management structure within the healthcare system. Ensure adequate nursing staff as well as providing nurses with sufficient independence over their practice in all setting and re train the aging workforce to remain active in direct care roles and up to date with education.

Justification Health care is losing a large of nurses in a small time frame. Some nurses intend to leave their current position for a new job or retire early, and in nursing schools, many of those enrolled abandon their studies. Yet, proactive maneuvers could help ease some of the pain, such as designing work environments desirable to older nurses, developing more stringent screening tools for nursing school applicants and more supportive educational programs, and identifying ways to make becoming a nurse educator more desirable. Portraying the nurse educator as a more attractive career choice may lead to increased student enrollment and program development as well.

The retirement of the baby boomer nurses will be difficult to absorb because if changes are made based on evidence that supports the retention of older nurses, there is a possibility to ease that burden. But, of course, the profession will need to account for their absence eventually. Health care organizations need to focus on areas such as reward and recognition, which in turn yield high job satisfaction, and retention of nurses. Ideally this investment will lead to a positive employment brand that not only entices new applicants, but also affirms the commitment made by nurses of all ages.

Conclusion

The nursing shortage is real, and likely to get worse. No single strategy will cure the crisis. Both recruitment and retention efforts must be put into action, specifically related to respecting and recognizing nurses for their expertise and providing them with responsibility to participate in the decision making process concerning patient care. If we do not take an active approach, we run the risk of experiencing a major shortage in the acute care setting, which will ultimately lead to deterioration in patient care. Hospitals need to develop a relationship with the local schools to promote more nursing programs. Also, be able to strengthen their ability to compete against competitors. Reducing turnover rate as well as increasing employee morale.

Describe sources

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