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 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 newly hired graduate nurses leave their place ***** employment within the first year, and nurse turnover rates range from approximately 55% ***** 61% nationwide (Persaud 2008, p.1173). Retention is critical in assuring patients of quality ***** consistency in treatment, and such widespread mobility suggests that *****stitutions must do more to im***** job satisfaction for nurses.

***** are attempting ***** 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 acute care prematurely. Patient safety, advocacy, and flexibility in a chang*****g ***** care system underscore the importance of having experienced, well-educated ***** 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 turnover and loss of experienced RNs significantly impede leadership development and the ***** ***** practice expertise in high-acuity patient care areas. ***** of baccalaureate ***** is a central *****sue to patient safety" (Hodges 2008, p.80). "A 2004 economic analysis published in ***** Journal of Nursing *****dministration estimated that the ********** cost of turnover per registered nurse at one 600-bed ***** ***** hospital is $62,100 ***** $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 hospital's perspective, "typically, nurse salaries ***** benefits represent either the first or ***** second largest line item in a hospital's budget. Nurse retention, there*****e, can have significant financial implications f***** hospitals, as well as quality o***** c***** implicati*****ns. ***** well-trained, experienced ***** represents an extremely valuable source of knowledge and skills that hospitals can ill afford to lose" (Miller 2008, p.18). Saint Anthony Medical Center of Rockford, Illinois believed ***** ***** ***** the ***** problems in its retention system w***** the fact that so many new nurses were overwhelmed, early on ***** ***** *****s in the OR. While the practice of hiring a new nurse to work in the OR was unheard-of at the facility, now it is a necessity, mean*****g that nurses ***** being called upon ***** serve in more *****ful capacities earlier in *****ir careers at the hospital. ***** Anthony implemented a mentorship program as a w*****y of changing ***** nurses' outlook from one ***** surviving to thriving. Establ*****hing a single mentor to anchor the new nurse through rot*****ions was the ***** most successful retention strategy. "Between January and June of 2006, five ***** graduate nurses and two experienced ***** were *****. All new hires completed the surgical nurse residency


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