Essay - Financial Impact of Recruitment and Retention Recruitment and Retention of...


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Financial impact of recruitment and retention

Recruitment and retention of nurses: Strategies for improvement

Careers in the health care field can prove to be tax*****g upon the constitution ***** both seasoned professionals ***** new recruits. Nursing in particular is physically, mentally, and emotionally challenging. The statistics speak for themselves, fully 35% to 69% of *****ly hired graduate nurses leave their place ***** employment within the first year, and nurse turnover rates range from approximately 55% to 61% nationwide (Persaud 2008, p.1173). Retention is critical in assuring patients of quality and consistency in treatment, ***** such widespread mobility suggests that ********** must do more ***** improve job satisfaction ***** nurses.

Hospitals are attempting to increase retention rates. A "recent study found an inverse correlation ***** nurse education with acute care mortality and morbidity, a troubling finding if baccalaureate nurses leave ***** care prematurely. Patient safety, advocacy, and flexibility in a changing health care system underscore the importance of having experienced, well-educated nurses at the bedside. Ultim*****ely, the well-publicized nursing shortage may not only be a shortage of numbers, but a shortage of highly educated nurses with acute ***** expertise ***** career longevity. Rapid ***** and loss of experienced RNs sign*****icantly impede leadership development ***** the development ***** practice ***** in high-acuity patient care areas. ***** of baccalaureate ***** is a central issue to patient safety" (Hodges 2008, p.80). "A 2004 economic analysis published in the Journal of Nursing Administration estimated that ***** dollar cost of turnover per registered nurse at one 600-bed ***** care hospital is $62,100 to $67,100" (Poynton 2007, p.396). If action is not taken quickly, the entire healthcare pr*****ession will suffer. "A staggering number of registered nurses are leaving the profession due to feelings of stress, inadequacy, anxiety, oppression and disempowerment" (Persaud *****, p.1173).

From ***** hospital's perspective, "typically, nurse salaries ***** benefits represent either the first or ***** second largest line item in a hospital's budget. Nurse retention, theref*****e, can have significant financial implications for hospitals, as well as quality of care implications. A well-trained, experienced nurse *****s an extremely valuable source of knowledge ********** skills that hospitals can ill afford to lose" (Miller 2008, p.18). Saint Anthony Medical Center ***** Rockford, Illinois believed that ***** of the critical problems in its retention system was the fact ***** so many new *****s were overwhelmed, early on in their careers ***** the OR. While ***** practice of hiring a new nurse to work in the OR was unheard-of at the facility, now it is a necessity, meaning that nurses ***** being called upon ***** serve in more stressful capacities earlier in their careers at the hospital. ***** Anthony implemented a mentorship progr*****m as a w*****y of changing ***** nurses' outlook from one of surviving to thriving. Establ*****hing a single mentor to *****nchor the new nurse through rot*****ions was the ***** most successful retention strategy. "Between January and June of 2006, five new graduate nurses and two experienced nurses were *****. All ***** hires completed the surgical nurse residency

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