Hiring and Retention Strategy of Nurses essay

Download this essay in word format (.doc)

Note: Sample below may appear distorted but all corresponding word document files contain proper formatting

Excerpt from essay:

Recruitment, Hiring, And Retention of Acute Care Nurses

The strategy needed for hiring recruiting nurses in acute care units

Personnel management constitutes of selection and recruitment. Recruitment is an arduous process of selecting and hiring the appropriate candidate. Recruitment is a part of human resource planning. The aim of the recruitment here is to hire the best qualitative acute care nurses to produce maximum productivity. The process of recruitment and selection is to hire the best available nurses from the available pool. The right candidate will be an amalgamation of creativity, attitude, work experience and education. There are three stages of recruitment:

Outlining the requirements: It consists of designing job descriptions, job requirements and kind of person wanted

Bring best candidates: This can be achieved in so many ways, explain later.

The proper and suitable candidate will be picked up from the applicants. Recruitment is an ongoing process:

Promotions

Departing workforce (people resigning, sacking and retiring)

Business requirements change (business models and products change)

Location changes with time (office building changes)

Recruitment is a stringent process for finding out the appropriate candidates to carry out the proper duties in question. Apart from that, the aim is to attract potential nurses into working for this healthcare organization requiring their skills and facilitate them effectively. All healthcare organizations (small, medium and big) have to undergo the rigorous process of hiring and recruitment. Then more hiring is needed when healthcare business expands requiring more workforce. The motto is right candidate for the right job used all across the corporate environment. In any case otherwise, the organization will tumble down suffering losses when relevant employees aren't hired.

B. Compose a nice job description for advertising a staff nurse position for 12-hour shift in an acute care unit

Description: Registered Nurses (RN)

Registered Nurse Job description: He is responsible for well-being and caring for the patient in question, working with doctors, carrying out the nursing procedures, working with colleagues, overseeing the subordinate staff, giving morale boost to friends and families uplifting their spirits.

Registered Nurse Job Duties

The job description includes working with honesty, dedication and taking initiatives during her 12-hour shift. The patient care requirements must be made known by being cordial with patients and colleagues in order to provide better services. He is responsible for developing a cozy environment for giving emotional, moral, mental and spiritual uplifting to people around such as friends and families.

He makes sure that top level therapeutic standards are met fully, health condition of the patient must be optimum and up to the mark, making amends and adapting to the situation, complying with the rules and regulations of the hospital policies whilst complying with the agency regulations, state nurse practice act and state board of nursing. Apart from that, he is also responsible for patient care goals which include the ability to explain the situation, conditions prevailing and the medication required. The ability to heal and comfort must be present. The nurse should be able to solve patient related problems or in other case by using multidisciplinary tactics.

The working environment is deemed and secure and hygienic. It must be in accordance with rules and regulations whilst being able to call on the healthcare support when necessary. The patients and colleagues are kept out of harm's way by following infection control policies and rules whilst following the hospital administration and their procedures regarding restricted substances. The patient care services must be recorded and evaluated. The role of the nursing team must be evaluated, erratic behavior fixed and addressing needs. The information is kept confidential and patient confidence is well maintained.

C. Compose ten open ended questions to interview the candidates for nurses working in acute care units

Explain a problem faced by you recently pertaining a manager's ruling. Then inquire, how was it dealt with?

After a long and tiring day with a patient, his family comes and starts accusing you of incompetency and malpractice whilst insulting you. What's your reaction on this?

What is an initiative and have you really applied it in the job yet?

Have you solved a problem without outside help?

In case we inquired your previous manager, would they hint at your incompetence or taking leave early?

What's your reaction to a colleague committing theft?

A patient gives you her precious jewelry in middle of the night, what's your reaction?

How do you transfer a patient from a chair to a wheelchair?

How do you respond to short-tempered individuals who are in pain?

What's your response to people in pain?

What's your reaction to more work when your shift has finally came to end but a patient needs help?

D. Plan a strategy to keep the staff nurses in acute care units

The compensation for nurses doesn't fit a particular scenario and differs according to situations. Job security has had different definitions over the course of time. The rewards matter in case of long-term employment with a particular company. Salary is the first aspect most nurses observe. What's the salary package? Then, is the hospital providing adequate salary according to the standards? What's the scenario with salaries across different departments? Analysis here is important as these issues can create nuisances and hindrances. Salary is one part of the puzzle as nurses want benefits as well like health savings account and a plan suiting their demands. Here, demands and age barriers come into play.

Retention is driven by work-life balance, performance reviews, goal setting and compensation management. Work-life is an important aspect as employees observe the flexibility the organization provides in this regard. The competition between many hospitals is stringent and coping with work-life balance is hard.

Two-way communication must be maintained because nurses and their supervisors need to know their aims and aspirations. They require and liberation from their work-life balance and stringent responsibilities. Rewards differ from nurses to nurses. For some nurses, having more access to training programs motivates them and keeps them interested in day-to-day hospital work. For other nurses, having a flexible work-life balance can go a long way in attaining satisfaction. It's a win-win situation for both the organization and the employees. The successful hospitals synchronize the hospital activities very well with employee satisfaction. They save money, speed up procedures and give rewards to nurses. A dent in the paycheck of a nurse can deeply affect him. If the operations aren't seamed well, then paperwork drowns an organization and puts the competency of a hospital at risk. Goal setting also matters in this case as when nurses believe their work is being appreciated, they usually stay.

E. Implement a mentoring program for recruited nurses

Structured mentoring programs and their benefits in increasing retention rates

Mentoring has shown positive results in case of job retention and job satisfaction levels. The experienced mentor will pass on his wondrous knowledge to his rookie mentee. The workplace becomes a vibrant place because people learn from each other. Preceptorship has been linked to greater level of satisfaction with good levels of retention. The graduates with preceptorship program tend to have better support. The mentoring relationship is a very special one because the mentor provides a sense of moral and spiritual support. The mentee's sense of competence and confidence also increases for that matter. Sufficient amount of literature has proven that mentees adapt to the culture quite easily under the able guidance of a mentor. The environment created is dynamic and creative driving tolerance and passion. The coworkers coexist peacefully. This kind of environment generally instills the environment with a positive vibe. Latest studies have shown that mentoring has been very advantageous for the organizations because the retention rates go down. The level of commitment becomes elevated as the emotional attachment between the mentor and mentee increases. Being mentored is better than not being mentored because it has yielded higher results of nurse's job satisfaction. The patients have been satisfied as well for that matter. The nurse becomes engrossed with the covert or overt culture of his organization.

Demerits of a structured mentoring program

The mentoring relationship was beneficial, but retention wasn't always attained for that matter. Many problems posed a threat:

Selecting mentors

Many writers have noted that the selection of mentors have been bit of a problem in case of the mentoring program. Most nurses aren't mentors by their own will as they are made mentors by the nursing managers. The criteria of selection haven't been made clear cut. The mentor should be selected according to his teaching experience, clinical knowledge, communication skills and availability. A mentor who is lacking in this field is deemed to be as a liability. His work and code of conduct is bound to be unethical and out of line. His behavior can create self-esteem issues and not giving respect to his subordinates as a result. This will result in an uncomfortable situation where both parties won't be satisfied.

Compatibility

Most mentees have complained about not being able to mesh with their mentors. It creates a void between…[continue]

Cite This Essay:

"Hiring And Retention Strategy Of Nurses" (2014, June 07) Retrieved December 7, 2016, from http://www.paperdue.com/essay/hiring-and-retention-strategy-of-nurses-189722

"Hiring And Retention Strategy Of Nurses" 07 June 2014. Web.7 December. 2016. <http://www.paperdue.com/essay/hiring-and-retention-strategy-of-nurses-189722>

"Hiring And Retention Strategy Of Nurses", 07 June 2014, Accessed.7 December. 2016, http://www.paperdue.com/essay/hiring-and-retention-strategy-of-nurses-189722

Other Documents Pertaining To This Topic

  • Strategy for Recruiting Nurses for

    An effective communication channel must be identified. The initial step involves the identification of all the characteristics of the appropriate target audience (such as the area of specialty in nursing, years of experience as well as the types of facilities that the nurses have (social media and trade journals ) in regards to cost and outreach (the number of likely candidates who may see the messages). Formation of strategic partnerships Schools

  • Retention in a Financial Institution

    These requirements are: The respondent has worked within the financial sector for at least five years The respondent has occupied important positions in the firm (e.g. they are not cleaning staffs) The respondent has been employed with the current firm for at least twelve months. 5. Analysis of data The questionnaire revealed throughout the previous section was issued on 50 respondents, from ten different employers in the local financial sector. The responses are revealed

  • Strategy HRM

    Strategic HRM Analysis Human resources management has been undergoing a shift for the past several decades that is meant to instill a system that is more consistent with the departments actual role in the business. "Strategic HRM began to emerge approximately twenty-five years ago, and since then it has evolved to include several streams of theory and empirical investigations" (Schuler & Jackson, 2005). These theoretical variants have all proposed that HRM

  • Financial Impact of Recruitment and

    ...I need(ed) a lot of reassurance. Had I gone to a unit where they put me with a preceptor who really didn't care about educating...I think I would have struggled big time....[but] they never treated me like I was stupid," are common responses of new nurses in mentoring programs (Hodges 2008, p.83). Mentors provided advice on psychologically coping with the emotional demands of nursing, time management, accuracy, and striking a

  • Nursing Fiscal Plan of Action

    Nursing Fiscal Plan The author of report is asked to assess a budget framework and compare what has happened to what is set to happen through the rest of the year and ascertain how best to close out the year. The author is asked to assess budget line item requests for the duration of the year as well as what expenses can and should be deferred until the new fiscal year.

  • Nursing in the Rural Area a Well Deserved

    Nursing in the Rural Area A WELL-DESERVED SECOND LOOK Rural nurses are particularly endangered by the current and worsening shortage in nurses. As it is, rural nursing is already beset with issues that range from a lack of professional practice system, the need for larger incentives for nurses to work in the rural areas, a general unwillingness to live in these areas among the nurses and the foreseen depletion of the supply

  • Brain Drain of Health Professional in Zimbabwe

    Brain Drain of Health Professionals in Zimbabwe Brain Drain is described in the work of Lowell and Findlay (2001) as something that can occur "...if emigration of tertiary educated persons for permanent or long-stays abroad reaches significant levels and is not offset by the 'feedback' effects of remittances, technology transfer, investments or trade. Brain drain reduces economic growth through unrecompensed investments in education and depletion of a source country's human capital


Read Full Essay
Copyright 2016 . All Rights Reserved