1 / 14

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

abeni
Télécharger la présentation

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

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  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.

More Related