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 *****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, and such widespread mobility suggests that institutions must do more to improve job satisfaction for nurses.

***** are attempting to increase retention rates. A "recent study found an inverse correlation ***** nurse education with acute care mortality ***** 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. Ultimately, the well-publicized nursing shortage may not only be a shortage of numbers, but a shortage ***** highly educated nurses with acute care expertise and career longevity. Rapid turnover and loss of experienced RNs significantly impede leadership development ***** the ***** of 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 ***** Journal of ***** Administration estimated that the ********** cost ***** turnover per registered nurse at one 600-bed acute ***** 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 registered *****s are leaving the profession due to feelings of stress, inadequacy, anxiety, oppression and disempowerment" (Persaud 2008, p.1173).

From ***** *****'s perspective, "typically, nurse salaries and 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 ***** *****s an extremely valuable source ***** knowledge ********** skills ***** hospitals can ill af*****d to lose" (Miller 2008, p.18). Saint Anthony Medical Center of Rockford, Illinois believed that one of the critical problems in its retention system was the fact ***** so many new nurses were overwhelmed, early on in ***** careers ***** the OR. While ***** practice ***** hiring a new 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 *****ful capacities earlier in their ***** 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. Establ*****hing a single mentor to ********** the new nurse through rot*****ions was the hospital's most successful ***** strategy. "Between January and June of 2006, five ***** graduate nurses and two experienced nurses ***** *****. All new hires completed the surgical nurse residency

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