SlideServe
Télécharger Obtenir Pro
Menu
Accueil Pro
Préférences
ApparenceLight Aide et commentaires
© SlideServe · v2026

Effective Retention Strategies for Nursing Professionals: Insights from Administrative Services

garth-west avatar
garth-west
13 diapositives · 276 Views · Nov 15, 2014

In a captivating presentation on April 5, 2001, Jim Hutt shared key retention strategies designed to maintain employee engagement in nursing. He emphasized the importance of a holistic approach that aligns with organizational goals and enhances employee satisfaction. Key components include a comprehensive New Hire Socialization Program, ongoing Managerial Transformation, effective communication channels, and robust employee career development opportunities. The Employee Value Proposition (EVP) serves as a crucial element in building emotional bonds between workers and employers, ultimately aiding in retention.

#effective retention strategies for nursing professionals: insights from administrative services #effective retention strategies for nursing professionals: insights from administrative services ppt #powerpoint #presentation
Effective Retention Strategies for Nursing Professionals: Insights from Administrative Services - slide 1
01 / 13Effective Retention Strategies for Nursing Professionals: Insights from Administrative Services
1 / 17

Télécharger la présentation

Effective Retention Strategies for Nursing Professionals: Insights from Administrative Services
Une image / un lien ci-dessous est fourni (tel quel) pour télécharger la présentation

Politique de téléchargement : le contenu du site vous est fourni TEL QUEL pour votre information et votre usage personnel ; il ne peut être vendu, concédé sous licence ni partagé sur d’autres sites sans l’accord de son auteur.Le contenu vous est fourni TEL QUEL, pour votre information et votre usage personnel uniquement. Téléchargez la présentation en cliquant sur ce lien. Lors du téléchargement, si vous ne parvenez pas à télécharger une présentation, l’éditeur a peut-être supprimé le fichier de son serveur.Pendant le téléchargement, si vous ne parvenez pas à obtenir une présentation, le fichier a peut-être été supprimé par l’éditeur.

F I N

Plus de contenu associé

Transcription de la présentation

  1. Department of Administrative Services Nursing SummitApril 5, 2001 Jim Hutt

  2. Retention Strategies • Always assume that employees have another job waiting • There is no single strategy that will retain people • Linked to organizational goals and employee satisfaction April 5, 2001

  3. Retention Strategies (continued) • Integrated themes that collectively deliver the organization’s retention message: • New Hire Socialization Program • Managerial Transformation • Effective Communication • Employee Career Development • Total Compensation/Benefits Package April 5, 2001

  4. 1) New Hire Socialization Program • Based on the premise that new employees will be staying for 20 years • Incorporates formal sponsorship and mentoring programs • Teaches organizational values leading to values that are shared April 5, 2001

  5. 1) New Hire Socialization Program (Continued) • Connects the actual work setting to the orientation curriculum • Delivering employees quickly to work is not the major goal • Synchronizes the HR, education, and clinical setting components • Is an ongoing process with no established time limits April 5, 2001

  6. 2) Managerial Transformation • Shift from clinical focus to human relations/management focus • Continuous learning programs for managers and supervisors • Advance the goals of the organization by accepting the “hard” challenges April 5, 2001

  7. 2) Managerial Transformation (Continued) • Direct responsibility for new hire programs • Assist in learning the tasks of the job • Provides an understanding in the employee’s role in the group/unit • Ensures that true sponsorship and mentoring is occurring • Provides timely feedback on performance • Responsible for employee career development April 5, 2001

  8. 3) Effective Communication • Shared and continuous • Used to form group objectives • Encourages constructive feedback including diverse and dissenting suggestions • Information disclosure April 5, 2001

  9. 4) Employee Career Development • Focus is on career mobility in the organization • Dual career tracks • Managerial-focus primarily on the skills to benefit managers • Clinical-focus primarily on the skills to benefit bedside nurses • Fellowship programs for non-specialty RN’s April 5, 2001

  10. 5) Total Compensation/Benefits Package • Competitive salary and benefits • Flexible benefits to meet personal needs • Effective quality of work life programs • Reward programs tied to organizational/personal goals • Must be deliverable • Non-monetary options April 5, 2001

  11. The Employee Value Proposition The Employee Value Proposition (EVP) is the reason(s) why our employees come to work everyday. The role of HR professionals and line managers is to know the organization’s EVP, strengthen it, and build jobs that maximize it. April 5, 2001

  12. What Is Your EVP? • Agency values and culture • Nature of the work • Agency image and reputation • Quality of colleagues • Compensation and lifestyle April 5, 2001

  13. Retention comes from building emotional bonds between the workers and the employer that are strengthened WHEN managers pay attention to issues that are important to their workers.