Retention Of Nurses

Presentation Title: Maximizing Recruitment and Retention at the building block Level         As we enter the twenty-first century we atomic number 18 again look at a nursing shortage. As staff nurses and leadership in pediatric hematology/oncology, this must be an prompt and ongoing concern. As the demand for more than intensive and technologically advanced medical c atomic number 18 is demanded for children, we leave need nevertheless more nurses, but we have slight nurses entering the fit force. Even when we have adequate come of nurses entering the men we ease have challenges recruiting nurses who want to work in our specialized areas. With this upcoming shortage of nurses we must play ways to conduct our current staff and recruit the better freshly alumna nurse. As we enter a new nursing shortage, nigh facilities continued to retain the view that if a nurse left, he or she could be easily replaced without oftentimes make up in volved. As we are again looking at a staffing shortage, legion(predicate) organizations are looking at the true bell involved with replacing an RN. When looking back at the trends of the ago 15 years, of hiring, procreation, losing RN to other institution, rehiring new nurses, and training again, many hidden comprises are not existence captured as part of the actual turn over damages. The pass cost for recruitment, hiring and training a new graduate RN is just about $12,000, but when the hidden cost of overtime to round purloin the position and actual lost productivity is included, the actual cost is closer to $50,000. Most Health Care Orgainzations straines on the hygienics factors identified by Frederick Herzberg1. Focusing on the items that would prevent labor dissatisfaction but not actually create job satisfaction. Our centre remains on competitive salaries and fringe benefits. We even receive up our great working conditions and job security, bu t these are still hygiene... ! If you want to get a full essay, set out it on our website: BestEssayCheap.com

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