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Dorcas Kiptepkut BSN RN NUR 500 Fundamentals Skills for of graduate Study

Recruiting and Retaining Nurses: Why is there a Difficulty in Recruiting and Retaining Nurses?. Dorcas Kiptepkut BSN RN NUR 500 Fundamentals Skills for of graduate Study Prof. Deora K. Johnson, DNP, CRNP 2011. Abstract. PURPOSE - To address nursing and recruitment issues

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Dorcas Kiptepkut BSN RN NUR 500 Fundamentals Skills for of graduate Study

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  1. Recruiting and Retaining Nurses: Why is there a Difficulty in Recruiting and Retaining Nurses? Dorcas Kiptepkut BSN RN NUR 500 Fundamentals Skills for of graduate Study Prof. Deora K. Johnson, DNP, CRNP 2011

  2. Abstract • PURPOSE - To address nursing and recruitment issues • 3.1 million RNs needed by 2016 • 23% increase from 2.5 million in 2006 • Increase due to baby boomers • Recruiting and retaining nurses is essential.

  3. Organization issues • Manages play role in retaining • Managers set the tone and culture of the unit /organization. • Management to address power structures and work conditions

  4. Personal demands • New Graduates nurses, the future of the profession • Difficulty transitioning to workplace • Conflict between school and real world • Finding life balance is a challenge

  5. Psychological/emotional • Workplace violence • Effects of abuse • Emotional effects • Behavioral effects • Other effects

  6. Economic issues • Nursing salaries role in retention • Early increase then tapers off • Doesn’t meet demands of living • Negative wage is disastrous

  7. Physical demands • Heavy lifting and pulling of patients/equipment • High patient acuity • Standing too long on feet • stress

  8. Other Reasons • Job availability in other industries • Nurses are marketable • Being valued by other industries

  9. Recommendations • Raise their standards and culture • Careful selection of management • Resources allocation • Zero tolerance to violence/abuse • Have mentors for new graduates • Make nursing attractive

  10. Implications • financial impact on institutions • Low turnover rates equal low mortality rate • Benefits of spending money on recruitment

  11. Conclusion • nursing shortage is caused by multi factorial factors • Recruitment and retention strategies • Nurse responsibility on solutions. • Important-no nurses , no healthcare industry

  12. References • Allen, S., R, Fiorini P., & Dickey, M (2010). A streamlined clinical Advancement program Improves RN participation and Retention. Journal of Nursing Administration, 40 (7/8, 316-322. • Duffield, C., Pallas, L.O., Aitken, L. M., Roche, M., & Merrick, E. T (2006). Recruitment of Nurses Working Outside Nursing. Journal of Nursing Administration. 36(2), 58-62. • Johnston, M., Phanhtharath, P., & Jackson, B. S. (2009). The Bullying Aspect of Workplace Violence in Nursing. Critical Care Nursing Quarterly, 32(4), 287–295. • Latham, L. C., Hogan, M., & Ringl (2008). Nurses Supporting Nurses Creating a Mentoring program for staff nurses to improve the Workforce Environment. Nursing Administration Quarterly.32 (1), 27-39.

  13. References • Park, M., & Jones, C.B. (2009). A Retention Strategy for newly Graduated Nurses. An integrative Review of Orientation Programs. Journal for Nurses in Staff Development. 26(4), 142-149. • Pullen, R. L., Mueller S.S., & Ascraft, J.L. (2009). Nursing Numbers through Faculty Recruitment and Student Retention. Nurse educator. 34(3), 132-136 • Stoner, M., S., & Markley, J (2007). Home Healthcare Nurse. Recruitment and Retention Tips for retaining Nurses: One State’s Experience. Home healthcare nurse. 25 (3), 199-205. • Spence Laschinger, H. K., Grau, A. L., Joan, F., & Wilk, P. (2011). Predictors of new Graduates nurses’ workplace well-being: testing the job demands-resources model.

  14. References • Walrath, J. M., Dang, D., & Nyberg, D. (2010). Hospital RNs' Experiences with Disruptive Behavior: Qualitative Study. Journal of Nursing Care Quality, 25(2), 105–116. • Westendorf, J. J (2007). The Nursing Shortage. Recruitment and Retention of Current and Future Nurses. Plastic Surgical Nursing. 27(2), 93-97.

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