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RN4CAST: Human Resources Forecasting in Europe Luk Bruyneel

RN4CAST: Human Resources Forecasting in Europe Luk Bruyneel. 1. INTERNATIONAL CONTEXT OF THE NURSING WORKFORCE 2. RN4CAST: FP7-FUNDED RESEARCH ON THE NURSING WORKFORCE 3. PRELIMINARY RESULTS 4. FURTHER PROGRESS. RN4CAST.EU | CONTENTS. 1. Ratio nurses/ physicians.

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RN4CAST: Human Resources Forecasting in Europe Luk Bruyneel

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  1. RN4CAST: Human Resources Forecasting in Europe Luk Bruyneel

  2. 1. INTERNATIONAL CONTEXT OF THE NURSING WORKFORCE 2. RN4CAST: FP7-FUNDED RESEARCH ON THE NURSING WORKFORCE 3. PRELIMINARY RESULTS 4. FURTHER PROGRESS RN4CAST.EU | CONTENTS 1

  3. Ratio nurses/physicians Source: OESO 2005 – for Belgium(exact): J.Pacolet, 2006 RN4CAST.EU | INTERNATIONAL CONTEXT | RATIO NURSES/PHYSICIANS 2

  4. Worldwidenumeric, skill and geographicimbalances in the nursingworkforce • Joint effects of staffing and variouspractice environment elementsonpatientoutcomes (Aiken et al., 2002) • Poornursingworkforce planning and associatedshortages in any country threaten the stability of the nurse workforce in neighbouringcountries and beyondthroughdistortions in patterns of international nurse migration RN4CAST.EU | INTERNATIONAL CONTEXT | NURSING LITERATURE 3

  5. Surgicalpatients in hospitalwithbetter nurse work environments have 13% loweroddsondying • Patients in hospitalswithbetterstaffing (twofewerpatients per nurse) have 11% loweroddsondying • Patients in hospitalswithbettereducated nurses (20% more BSNs) have 8% loweroddsondying • Surgicalpatients in hospitalsthat are betteron all three have roughly 30% loweroddsondying RN4CAST.EU | INTERNATIONAL CONTEXT | NURSING LITERATURE 4

  6. RN4CAST: nurse forecasting in Europe • Timeframe: 2009-2011 • Budget: 3 mioEuros • Co-ordination: • Co-ordinator: Walter Sermeus (K.U.Leuven, Belgium) • Vice-coordination: Linda Aiken (Upenn, USA) • Partners: 15 (+1): 11(+1) in Europe, USA, 3 ICPC RN4CAST.EU | FP-7 FUNDED RESEARCH | CO-ORDINATION 5

  7. BelgiumKatholieke Universiteit Leuven FinlandKuopio University GermanyTechnischeUniversität Berlin GreeceUniversity of Athens IrelandDublin City University The NetherlandsUMC St Radboud PolandJagiellonian University Krakow SpainInstitute of Health Carlos III SwedenKarolinskaInstitutet SwitzerlandBasel University United KingdomKing’s College London Norway is an official reference partner RN4CAST.EU | FP-7 FUNDED RESEARCH | EUROPEAN PARTNERS 6

  8. University of Pennsylvania, USA: previous expertise International Cooperating Partner Countries of the European Union: China Botswana South-Africa RN4CAST.EU | FP-7 FUNDED RESEARCH | PARTNERS WORLDWIDE 7

  9. To refine current forecasting models for manpowerplanning of the nursing workforce with new elements: Various aspects of the nursing work environment Impact of nurse deployment on recruitment, retention and productivity of nurses and on patient outcomes And to present mid-term and long-term projections on a European and national level RN4CAST.EU | FP-7 FUNDED RESEARCH | OBJECTIVE 8

  10. Hospitals: acute hospitals (at least 30 per country) Nursing units: generalmedicine and surgery (cf. Kane et al., 2007) Nurse questionnaire Patient questionnaire Hospital discharge data Hospitalcharacteristics RN4CAST.EU | FP-7 FUNDED RESEARCH | METHODS 9

  11. * In progress RN4CAST.EU | PRELIMINARY RESULTS | DATA COLLECTION 10

  12. * In progress § Estimated RN4CAST.EU | PRELIMINARY RESULTS | DATA COLLECTION 11

  13. Job dissatisfaction How satisfied are you with your current job in this hospital? • Very unsatisfied 2.8% • Unsatisfied 18.7% • Satisfied 69.7% • Very satisfied 9.8% RN4CAST.EU | PRELIMINARY RESULTS | JOB DISSATISFACTION AND INTENTION TO LEAVE 12

  14. Intention to leave If possible, would you leave your current hospital within the next year as a result of job dissatisfaction? • 29.5% of the Belgian nurses saytheywouldleavetheircurrenthospitalwithin the nextyear as a result of job dissatisfaction • Nursing • …in anotherhospital 40% • …not in a hospital 27.9% • Unclear 2.4% • Non-nursing 29.7% RN4CAST.EU | PRELIMINARY RESULTS | JOB DISSATISFACTION AND INTENTION TO LEAVE 13

  15. Intention to leave Job dissatisfaction Variation between hospitals Variation between hospitals RN4CAST.EU | PRELIMINARY RESULTS | JOB DISSATISFACTION AND INTENTION TO LEAVE 14

  16. Correlation between job dissatisifaction and intention to leave at the hospital level r=0.81 RN4CAST.EU | PRELIMINARY RESULTS | JOB DISSATISFACTION AND INTENTION TO LEAVE 15

  17. Top 4 Bottom 4 RN4CAST.EU | PRELIMINARY RESULTS | JOB DISSATISFACTION AND INTENTION TO LEAVE 16

  18. Top 4 Bottom 4 Educational opportunities Wages Professional status Independence at work Opportunities for advancement Work schedule flexibility Educational opportunities Wages Professional status Independence at work Opportunities for advancement Work schedule flexibility RN4CAST.EU | PRELIMINARY RESULTS | JOB DISSATISFACTION AND INTENTION TO LEAVE 17

  19. Top 4 Bottom 4 A nurse manager who backs up the nursing staff in decision making, even if the conflict is with a physician Praise and recognition for a job well done. A nurse manager who is a good manager and leader. A supervisory staff that is supportive of nurses. A nurse manager who backs up the nursing staff in decision making, even if the conflict is with a physician Praise and recognition for a job well done. A nurse manager who is a good manager and leader. A supervisory staff that is supportive of nurses. RN4CAST.EU | PRELIMINARY RESULTS | JOB DISSATISFACTION AND INTENTION TO LEAVE 18

  20. EU PROPOSAL PROTOCOL FINALISATION DATA COLLECTION DATA ANALYSIS AND POLICY IMPLICATIONS RN4CAST STUDY PROGRESS 2007-2008 2009 2010 2011 RN4CAST.EU | FURTHER PROGRESS | 3-YEAR TIMELINE 19

  21. OtherEuropeanprojects: MohProf, PROMeTHEUS RN4CAST data Traditional forecasting models Patientsafety Nursingwork environment Nurse deployment Macro-economic data & Data onmigration More accurate idea of the requiredpersonneldeployment in terms of number of qualificationfor safe patient care and a healthywork environment for nurses PolicyMaking RN4CAST.EU | FURTHER PROGRESS | POLICY MAKING 20

  22. AWARENESS – INVOLVEMENT – POLICY IMPLICATIONS RN4CAST.EU | FURTHER PROGRESS | STAKEHOLDER INVOLVEMENT 21

  23. Assessingfuturehealthworkforceneeds • Life-longlearning • Work environments • Audit and feedback POLICY BRIEFS GREEN PAPER ON THE EUROPEAN WORKFORCE ON HEALTH CONSULTATION REPORT MINISTERIAL CONFERENCE IN LA HULPE BELGIUM COUNCIL CONCLUSIONS • Leuven, April 2010 • 126 participants • 25 countries • 14 international organisations POLICY DIALOGUES RN4CAST.EU | FURTHER PROGRESS | EU ACTION 22

  24. www.RN4CAST.eu …-calendar-news-publications-partners-…

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