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% ***** 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 im***** job satisfaction for nurses.

***** 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 acute care prematurely. Patient safety, advocacy, and flexibility in a chang*****g ***** care system underscore the importance ***** having experienced, well-educated nurses at the **********. Ultimately, the well-publicized nursing shortage may not only be a short*****ge of numbers, but a shortage ***** highly educated nurses with acute ***** expertise and career longevity. Rapid ***** and loss of experienced RNs significantly impede leadership development and the development ***** practice ***** in high-acuity patient care areas. ***** of baccalaureate nurses is a central issue to patient *****" (Hodges 2008, p.80). "A 2004 economic analysis published in the Journal of ***** ********** estimated that ***** ********** cost ***** turnover per registered nurse at one 600-bed acute care 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 nurses are leaving ***** profession due to feelings of stress, inadequacy, anxiety, oppression and disempowerment" (Persaud *****, p.1173).

From the hospital's *****spective, "typically, nurse salaries and benefits represent ei*****r the ***** or the second largest line item in a hospital's budget. Nurse retention, there*****e, can have significant financial implications for hospitals, as well as quality of care implications. ***** well-trained, experienced nurse represents an extremely valuable source ***** knowledge ***** skills ***** hospitals c***** ill afford to lose" (Miller 2008, p.18). Saint Anthony Medical Center of Rockford, Illinois believed that ***** of the ***** problems in its retention system was the fact that so many new *****s were overwhelmed, early on ***** their careers in the OR. While the practice of 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 stressful capacities earlier in their careers at the hospital. Saint Anthony implemented a mentorship program as a way of changing new nurses' outlook from one ***** surviving to thriving. Establishing a single mentor to anchor 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 ***** ***** hired. All new hires completed the surgical nurse residency


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