Question

Consider the Hospital scenario in the Allied Health Community. Describe the best solution to address employee retention and development. Why do you feel this way? Be sure to respond to at least two other students who have offered different solutions and evaluate whether the other solutions or approaches would result in the desired goal.

You are the administrator of a medium-sized hospital. The Director of Human Resources has been summoned to an executive team meeting in an effort determine why an unusual number of nursing staff leaving for other employment. During the discussions, the Director of Nursing provides her thoughts re- garding why the nurses may be less productive and why some are departing. She states that the primary reason is salaries/benefits. A charge nurse thinks the reason might be working conditions, especially involving patient load in the various nursing units. Overall morale is low, which is adversely affecting pro- ductivity. This has also resulted in some patient quality outcomes discovered by the Continuous Quality Improvement team.

During the discussion, the Senior Director of Admissions shares some experiences she had with a for- mer employer--that the nursing staff tended to remain longer with the employer based on good working conditions, specifically in the area of learning new skills, obtaining additional certifications, licensure, and cross-training for other areas not usually assigned. She feels that these measures result in higher reten- tion and patient quality outcomes.

After the meeting, you meet with the Director of Nursing and Human Resources Director, who is also in charge of all training and development for the hospital. As the administrator, you consider developing
a small group to explore the feasibility of providing more skills development and training to your current nursing staff.

Answer 1

Solution for Nursing staff Retention:

The small group is to identify the factors that make the staff retain in the hospital. Motivate the nurses by providing the good working condition, respect, autonomy, and professional growth. Make nurses to orient to all units in rotation so that every staff should know each unit function. They learn things in specialty areas.

Proper scheduling of duties for nurses is another strategy for staff retention. Give chances to nurses to choose their shift schedule based on their choice. Accept the request of nurses for the day off and vacations. Rules and policies should be a favor to the nurses.

Recognize the great work of nurses and give rewards and appreciation. Provide educational training and learning skills based on the individual needs of the nurses. Provide a comfortable environment and career development for the nurses such as advanced degree and licensure program. Positive work environment and stress-free work will give job satisfaction. This will improve the health outcomes and quality care.

Nurses shortages should be rectified by proper workforce planning. Make a positive interprofessional relationship with the healthcare team, provide clinical leadership and workplace practice. Evaluate the nurse periodically and rectify the issues. Conduct a meeting within the unit every week to discuss about the issues and problems facing by the nurses. Provide a compensation, bonus, and incentives based on the appraisal.