Viewing papers 1-30 of 35 for nurses AND hiring AND and AND retention AND strategy

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Nurses Hiring and Retention Strategy Business Plan

… The relationship can become destructive for that matter. The experienced nurse and inexperienced nurse aren't able to see eye-to-eye with each other.

This creates damaging results both for organization and the relationship involved. Apart from that both the mentors and mentees aren't able focus on issue of confidentiality. Different degree of damages can occur at this level as the mentor is taking advantage of the mentee. In any case otherwise, the mentees should be able to select their own mentors. This will promote strong bonds.

Mentor training

Some nurses had insignificant education; hence they would be inadequate in their role as a mentor. The token mentors aren't able to perform justice to their duties. Many mentors aren't able to do justice to their role as…. [read more]


Financial Impact of Recruitment and Retention Thesis

… Financial Impact of Recruitment and Retention

Recruitment and retention 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, and 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.

Hospitals are attempting to increase retention rates. A "recent study found an inverse correlation of nurse…. [read more]


Hiring Plan Essay

… ¶ … strategy for recruiting nurses for the acute care units.

is facing a particularly acute shortage of registered nurses (AACCN, 2011). This is especially true for the specialized and highly trained nurses who work in the intensive care unites, emergency rooms and operating rooms. This trend has been noted to threaten to significantly decrease the level of access as well as undermine the quality of healthcare provision in the nation. Since 1999, the nurse vacancy rates have been noted to have increased to over 60% in all hospitals (AACCN,2011; Upenieks,2003).

Health care is also noted to be an integral element of a country's economy and this is likely to continue for the next couple of years as the population of the country continues to…. [read more]


Factors Affecting Retention in a Financial Institution Company Dissertation

… ¶ … Retention in a Financial Institution Company

Factors affecting retention in a financial institution

The field of human resource management has often been concerned with the factors affecting the retention of the employees. The current study sets out to assess these factors in the context of the financial institutions. The literature review constitutes the starting point in the analysis and the basis of the questionnaire created. The methodology used is the quantitative approach and the findings indicate that the retention of the employees in financial institution is driven by a multitude of forces, not so different from the forces driving retention in other fields. One particular finding is that aside from the traditional factors, the employees in the financial sector are also driven by…. [read more]


Strategic HRM Analysis Human Resources Term Paper

… Many outside of the Strategic paradigm have suggested that the shift to this new system of business governance will only work in specific case, but the research belies that assumption. Taking the size argument for an example, a great deal of research has been conducted on whether this is a factor in implementing SHRM in a firm. "In a study of 293 American firms, it was found that strategic HRM practices such as total quality initiatives, empowerment programs, and employee job design programs positively influenced firm performance" (Tocher & Rutherford, 2009). This was a study conducted with large, multinational firms that were tasked with implementing small SHRM initiatives. All of the firms announced some positive gains as a result. In another study, "U.S. steel mini-mills,…. [read more]


Recruitment of Doctors From Philippines Case Study

… After performing analysis of the candidates IQ and EQ coupled with remarks from HR team, we can understand the candidates were a suitable fit for the organization; however there proficiency level was not judged in this procedure. Therefore, the criteria of being an organization-fit were met but being a "job-fit" was ignored. If we analyze the turnover rate of doctors in our organization in past seven years and the possible reasons related to it, a pattern of a doctor leaving every quarter can be analyzed. The possible reasons given are the failure of communication between the labor, management and the doctors appointed. Also, some of the doctors were let go because in the later phase, they were found incompetent of doing their job. As per…. [read more]


Nursing Leader's Perceived Role in Nurse Recruitment Research Proposal

… LR Explor/The nurse leader role in recruit.

Nurse Leaders as Recruiters

Nurse leaders serve an integral role in the field to demonstrate skill in recruitment of future nurses. To do this they must work within existing systems as well as advocate for the expansion of other recruitment essential systems and system change need awareness. Nurse leaders must work collaboratively with human resource departments as well as becoming fundamental community recruiters in and outside of the work setting. (Anson, 2000, p. 21) This review of literature will then address general and specific issues of the role of nurse leaders as recruiters by thematically addressing certain trends and change needs in the health care industry in general and in nursing care that have specific and general implications…. [read more]


Reducing Turnover in New Graduate Research Paper

… Research stage

Immediate

If exit interview are already being done, compile and cross-tabulate the results. If they are not being done, institute an immediate policy.

Analysis state

Moderate

Use qualitative analysis from group members and hospital surveys; more quantitative studies based on tabulations of exit interviews. The question: What are the major reasons employee's leave

Recommendation

Moderate

Based on the qualitative and quantitative measurements, make recommendations on higher employee retention

Partnerships

Moderate

The research will most likely cooborate national findings about job satisfaction: It is likely that a more robust residency program will provide the needed structure for retention.

Implementation

Ongoing

The residency program should include mentoriship, monthly resident workshops and/or discussion groups; easily available stress and psychological counseling opportunities; rethinking resident's schedules and burnout;…. [read more]


Nursing Fiscal Plan Case Study

… This incentivizing will give a reason to offer strong customer service and this will be a win/win for all involved. Only those that put in the effort will be rewarded and the patietns and family of patients will see the benefit. Nurses that cannot or will not offer quality customer service and/or medical care should be monitored, mentored and, if need be, disciplined and/or removed from the situation. Any way that can be reasonably used to decrease burnout and dissatisfaction can be dealt with but the nurses need to do their job if they wish to remain with the hospital.

The staff can be solicited for feedback and they should be absolutely involved in the process to improve customer service and quality of care. They…. [read more]


Nursing in the Rural Area Essay

… About 20% are 55 years old or older. And despite increased per-capita living, big numbers of registered nurses work outside their rural residences. This results in a lower per capita for those who work in rural areas. In addition, those who commute are generally younger than those who work in the areas (Skillman et al.). 9 IR-P, IR-S

Approaches and probable solutions include support for and expansion of nursing education programs accessible for rural students; admission of students more likely to practice in rural areas; rural-relevant curricula and opportunities for rural work to prepare future registered nurses for the peculiarities of rural practice; and evidence-based best practices to recruit and retain them in rural institutions, which can compete well with those in large and urban…. [read more]


Staffing Shortage: Clinical Management Issue Term Paper

… A more flexible approach would enable them to continue working for the NHS and in addition would attract more women back into nursing."

Karen Parsley, director of nursing at Brighton Health Care Trust, says that the need to find nurses to cover shifts is one detrimental result of the national shortages of permanent nurses (BBC News, 2001). Brighton Health Care NHS Trust has between 7-800 beds, including a children's hospital and a cardiac unit. The organization is constantly looking at new ways of recruiting and retaining more staff. "We've done things like trying to get people who are out of nursing practice back in, by getting out to supermarkets and holding roadshows." Said Parsley.

Nurses can also access term-time contracts, do job shares, and work…. [read more]


Nurse to Patient Ratio Thesis

… Nurse to Patient Ratio

Change theory in a healthcare setting

The change that is needed: lower nurse to patient ratios in hospital settings

According to the Massachusetts Nurses Association a research study conducted by the Healthcare Research and Quality agency discovered that patient outcomes improve dramatically on nursing units with lower nurse to patient ratios. The optimal workload for a nurse was four patients. Increasing the workload to six patients resulted in patients 14% more likely to die within thirty days of admission. A workload of eight patients vs. four patients was associated with a 31% increase in patient mortality. Improved patient satisfaction and quality of care, less stressed nurses, and higher nurse retention levels can all be improved by lowering the patient to nurse…. [read more]


Medical Management the Primary Goal Term Paper

… This paper examines the opinions of all three of these authors on the issue of leadership and its relationship to management.

One of the most important thing that managers must consider as we proceed into our still-new century is the importance of recognizing and nurturing change: One of the most important characteristics that sets leaders apart from managers is the ability to welcome change. One of the most difficult aspects of management is the fact that even when people want to make and succeed in making changes, they have difficulties in making those changes last. Even most desired significant changes fail to be last even when people want them to because there is an ingrained bias against change in the very ways that people think.…. [read more]


Employee Turnover and Customer Satisfaction Research Proposal

… The state survey process is designed to ensure compliance with federal regulations. Federal regulations define more than 180 standards against which the state survey agencies inspect nursing centers (Sun Healthcare Group, 2008). Indicators of quality of care, as evaluated by state surveyors, include comprehensive assessments, comprehensive care plans, sufficient staff, incidents and accidents, infection control, resident rights, and policies and procedures. To ensure quality of care, the nursing home reform law of OBRA 1987 created regulatory structure that recognized the importance of comprehensive assessment as the foundation for planning and delivering care to nursing home residents. Minimum Data Set (MDS) is a core set of screening, clinical and functional status elements, including common definitions and coding categories that form the foundation of the comprehensive assessment…. [read more]


Healthcare Professionals Essay

… ¶ … closed-system perspective on management views organizations as relatively independent of outside forces. An open-system approach views the organization as in constant dialogue with the environment. A closed-system decision might encompass setting up a rotation schedule for a floor of nurses; an open systems approach would encompass an effort to improve recruiting to address the nursing shortage the organization faced as a result of macro social and economic factors (Helms 2006).

A philosophy is the organization's general attitude to the services it provides, such as the concept of the importance of holistic health for all patients. The stated goal of the organization is far more specific, such as to promote wellness within the community. Objectives are more specific, such as promoting preventative care, and…. [read more]


Dual Career Couple Term Paper

… Dual Career Couple

Human Resource Management Strategies for Assisting Dual Career Couples

Given that 40% of the total workforce is comprised of dual career couples with many of them having children, the need for Human Resource Departments to provide services that both alleviate time conflicts and also promote a healthy lifestyle balance is critical. For small companies in particular, the challenge of retaining dual career couples is compounded by the need for first retaining top talent when larger organizations with a broader range of family care services, in addition to staying competitive in their markets while giving employees flexibility in taking care of their families.

While smaller companies may find competing on benefits alone will be difficult, the one advantage they do have is flexibility…. [read more]


Chief Nursing Officer Term Paper

… In other words, the CNO is not stuck in an office glued to paperwork, he or she is making rounds, serving, as Mastal writes, as a "role model of professional nursing and nursing quality" (324). If the CNO provides "elevating" or "inspiring" leadership -- in effect "raising the level of human conduct as well as the aspirations of all involved" -- that CNO is promoting a cohesive environment.

Moreover, Mastal insists that although hospital board members are not always fully aware of what goes on in the workplace they oversee, the CNO can help produce a positive, uplifting environment by helping to educate board members with quality and safety issues. The more the board knows and understands, the less time the CNO has to spend…. [read more]


Union Labor Research Paper

… Union Labor

Contemporary voices routinely clash regarding whether the union labor, like the dinosaur right before it disappeared, is "history" and has perhaps has "outlived" its appointed time. To address this issue, the research researcher presents a number of voices relating to union labor; including its background and history, unions today (strikes and Negotiations), and union labor in the hospitality industry.

Some voices support union labor and assert that through the union lives of workers improve; that the union facilitates progress in issues other than wages and benefits. Those who support unions proclaim its virtues and insist that in contemporary times, as in the past, the union addresses numerous vital issues; including health and safety standards and minimum wage. The contemporary union movement in the…. [read more]


Managing in an Inclusive Environment Diversity Term Paper

… Managing in an Inclusive Environment - Diversity

Managing in an inclusive environment

Diversity - "the otherness or those human qualities that are different from our own and outside the groups to which we belong, yet present in other individuals and groups" (http://hrweb.berkeley.edu/guide/diversity.htm) has become a trend especially within large corporations. Still, despite being in fashion, an inclusive environment has both advantages and disadvantages.

One of the main benefits refers to the positive image that an organization gets through promoting a diverse workforce. Thus, by encouraging people of different race, gender, ethnicity, sexual orientation and so forth to find a job within a corporation on the basis of their professional competency, the respective firm appears to be open to alternatives, and, implicitly, will be desired by…. [read more]


Brain Drain of Health Professionals Thesis

… The 'brain drain', also referred to as 'talent flow' (Hooks et al., 2005) and the 'Diaspora' (Bryant and Law, 2004), is the flow of skilled human capital out of a country at a considerable rate. Africa is faced with this growing problem (Mutizwa-Mangiza, 1996; Bloom & Standing, 2001) and has witnessed decades of wasted development potential, however it has also been experienced in other nations throughout history e.g. USA and Europe and is currently happening in Ireland. This migration has been blamed for worsening the human capital crisis in Africa (Wadda, 2000). The continent has suffered and continues to suffer problems of extreme poverty and lack of both human and institutional capacity. There has been massive influx of emigration from Zimbabwe since the late 90's…. [read more]


Quantitative Technique and How it Can Be Applied to a Work Situation Term Paper

… ¶ … large defense contractor and am in charge of hiring employees to fulfill customer requirements. My function as a HR manager corresponds to the requirements of my company. I consider my role as a strategic associate, an employee supporter and an adviser for change. In addition, my role includes, recruiting, hiring and training new employees; managing performance of the workforce, providing strategic leadership in the human resource department and lastly, managing employee salary and benefits.

The research question(s) to be addressed.

A number of research studies have shown that employee retention is heavily dependent upon the corporate culture, salaries and benefits, and top management support. These studies will be reviewed later on. However, the focus of this study is on employee retention at (please…. [read more]


Special Education Teachers Term Paper

… The key element is the teachers' perception of threat (either this is self-imposed or imposed by others)." (Kyriacou, 1987).

Further, occupational stress that occurs at high levels leads to dissatisfaction, absenteeism, and ultimately turnover. Kyriacou & Sutcliffe concluded that the work conditions were the contribution factors to teacher dissatisfaction and leaving, rather than the experience of teaching itself. (Kyriacou & Sutcliffe, 1979). The work conditions referred to in this case include the combination of the wage structure and the job responsibilities and the inequities between the two.

Multiple studies have identified causes of teacher stress, identifying commonalities such as a high pupil to teacher ratio, limited pupil progress, unreasonable workload, role overload and role conflict, relationship issues with colleagues, a poor working environment, insufficient wages,…. [read more]


concise Analysis of Nurse Migration as a Global Concern Research Paper

… Local nurses perceive such preferential treatment of foreign nursing professionals as discrimination. Additionally, local nurses frequently regard new international hires as a burden, requiring orientation before they can perform effectively in a new land. Internationally-educated nurses, particularly fresh recruits, will typically be less confrontational, accepting inferior working conditions and low salaries, and thereby potentially pose a threat to local nurses' acquired rights (Lisa Little & James Buchan, 2007).

1. Oman model for the U.S.

Attaining sustainable development or self-sufficiency can reinforce a nation's healthcare structure provided, by improving its healthcare worker planning capacity and promoting increased stakeholder collaboration, dependence on 'easy-to-gain' short-term foreign recruits decreases and focus increases on bettering local planning, hiring and retention processes. The sustainability or self-sufficiency concept can help develop long-run…. [read more]


Nursing Tasks, Methods, and Expectations Term Paper

… Together, this combination of factors is leading toward a health care crisis which is much larger than the question of whether or not the government finances prescription drug coverage.

The State of the Industry

As inferred above, many factors are contributing to the nursing shortage crisis. This section will discuss the major contributory influences.

1. Poor Working conditions

Dissatisfaction with pay and increasingly stressful work conditions, aggravated by a shortage of nurses at hospitals across the country, is spurring job actions in the health care field. Many nurses are choosing to leave the profession, and seek better conditions, or higher pay scales. Because of what the University of Wisconsin (UW) Hospital calls "staffing shortages," the hospital frequently calls for nurses to volunteer to work overtime.…. [read more]


Career Opportunities Term Paper

… Career Opportunities

In the early 1900s there were very few options open to a newly graduated nurse for practicing her profession. Nursing as described by Florence Nightingale in her "Notes on Nursing: what it is and what it is not" has come a long way since then. However, for nurse graduates the employment opportunities in the early 1900s were quite limited and ranged from teaching to supervision in hospital to staff nursing to private duty -- sometimes in the hospitals but generally at home where the nurse was working for 24 hours a day. Today the nursing profession offers a myriad of opportunities- a range of nurse specialists are engaged in practicing within the setting of the hospital; additionally they are also being hired by…. [read more]


Employee Motivation in a Pcba Contract Manufacturing Dissertation

… Employee motivation in a PCBA contract manufacturing industry -- an example of Plexus

Today many organizations are going through change due to globalization and ever changing technology. Organizations have to cope with these changes by broadening their networks, introducing new systems at work place, hiring new staff or other many such type of changes. These changes influence workplace atmospheres as well as existing employees and they feel it difficult to cope with the changes. Current paper is a case study of Plexus Company a part of the PCB contract company. Plexus organization went through change as its widened its network and as a result workplace atmosphere was affected. The researcher explored the change affect in the company at operational level by exploring the factors of…. [read more]


Why Are Companies Losing Working Moms and What Can They Do to Retain Them? Term Paper

… Working Mothers and Their Needs

An in-depth examination of why working mothers are leaving their fields and what can be done about it

Flow of Information

Future Considerations

The 1960's saw an explosion with regard to the women's movement in America. Historically in the United States, women had stayed home to raise the children while men went out and climbed the career ladder. Only during times of war did women feel the need to go into the workforce and then it was only long enough to hold the job open until their men could come home from overseas and start working again.

It was during the 1960's that the women's movement took off and by the 1970's women were entering the workforce and colleges in…. [read more]


Healthcare Costs Healthcare Issues Term Paper

… Some factors that President Obama and the healthcare industry must face are never going to be mentioned in the Congressional debates regarding if there is or is not going to be a public insurer to compete with private insurers or if a regular citizen will get the same coverage as his or her Congressman. Although never mentioned in the U.S.A. today or on CNN, these factors will be just as relevant if not more so as any conversation on the public insurance option.

As discussed, the age of the nation's population continues to increase so it will directly affect the existing worker pool that the healthcare industry needs to handle the day-to-day health related concerns of the country. Hospitals and clinics are going to find…. [read more]


Market Orientation of Medical Diagnostic Term Paper

… Services at the HHS, MDU's are not planning to be eliminated, but to be more efficient through improved discharge planning, more efficient ways to canalize patient, increase training and skills and more effective clinical and technological test taking of patients. The MDU used as a sample for this research project has an acceptance of approximately 3588 patients a year in the Echocardiography laboratory, 37856 patient for Electrocardiography, 1633 for Holter Monitoring, 2839 for Stress Test, and a 16,102 per year for diversity of cardiac and related non-cardiac diagnostic technologic tests. Having a total of 62018 tests at this particular Unit.

The four units at the corporation have approximately 167,489 invasive and non- invasive cardiovascular tests (including a small number of neurology test) done a year.…. [read more]


Organizational Values Presentation in Nursing Research Paper

… Barriers and Inequalities That Exist Among Older Adults With Disabilities

Academic Institution

When it comes to barriers and inequalities that exist among Older Adults with Disabilities, there is a lot that people are unaware of. Older Adults with Disabilities disability have a higher prevalence of physical health difficulties but often experience inequalities in accessing health care and other places. The problem is that these older adults with disabilities are experiencing discrimination or other barriers in accessing health services. However, it is not just in healthcare services that are putting up barricades but it is also in education, the community and employment. This problem is important in addressing because these barricades have restricted this age group from getting the proper treatment that they need

The article,…. [read more]

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NOTE:  We can write a brand new paper on your exact topic!  More info.