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 of 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 of employment within the first year, ***** 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 institutions must do more to improve job satisfaction ***** *****.

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

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

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