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


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Financial impact of recruitment and retention

Recruitment and ***** of nurses: Strategies for improvement

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

Hospitals 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 health care system underscore the importance of having experienced, well-educated ***** at the **********. Ultimately, the well-publicized nursing shortage may not only be a shortage of numbers, but a shortage of highly educated nurses with acute care expertise and career longevity. Rapid ***** and loss of experienced RNs significantly impede leadership development ***** ***** ***** ***** practice expertise in high-acuity patient care areas. Retention of baccalaureate ***** is a central issue to patient safety" (Hodges *****, p.80). "A 2004 economic analysis published in the Journal of Nursing Administration estimated that ***** ********** cost of turnover per registered nurse at one 600-bed ***** care hospital is $62,100 ***** $67,100" (Poynton 2007, p.396). If action is not taken quickly, the entire healthcare pr*****ession will suffer. "A staggering number of reg*****tered *****s 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 ***** or ***** second largest line item in a hospital's budget. Nurse retention, therefore, can have significant f*****ancial implications for hospitals, as well ***** quality of c***** implications. ***** well-trained, experienced nurse *****s an extremely valuable source ***** knowledge ********** skills that hospitals can ill af*****d to lose" (Miller 2008, p.18). Saint Anthony Medical Center of Rockford, Illinois believed that one ***** the ***** problems in its retention system was the fact that so many new nurses were overwhelmed, early on in their ********** ***** the OR. While the practice of hiring a ***** nurse to work in the OR ***** unheard-of at the facility, now it is a necessity, mean*****g that nurses were being called ***** ***** serve in more stressful capacities earlier ***** their careers at the hospital. Saint 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 new nurse through rotations was the hospital's most successful ***** strategy. "Between January and June of 2006, five ***** graduate nurses and two experienced nurses ***** hired. All new hires completed the surgical nurse residency

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