RUNNING HEAD Progress Report1Senior Project P.docx
- 1. RUNNING HEAD: Progress Report1 Senior Project Progress Report Melonie Lindsey HCA 459 Vicki Sowle June 2, 2014 Topic: The topic that I selected for my senior project was “challenges of employee recruitment and retention of health care professionals”. I chose this topic because it is a growing problem among the healthcare institutions. The professionals who are capable of delivering best efforts in health care institutions are less in number and the opportunities that they have in this modern world are a lot. The human resources department of health care institutions adapt many modern ways to overcome these challenges. It is very interesting to understand such modern methods of human resources department for employee retention. At the same time, it’s
- 2. interesting to visualize how the employees react to the actions performed by the human resources department of such healthcare institutions. In case the human resources department is unable to retain their employees irrespective of the hard measures taken by them, the backup plans executed by them in such cases are also worth studying. Organization Specific Rationale: New York Presbyterian is the health care organisation that I have selected for my senior project. This health care organisation is one of the top medical service providers in US. They have won several awards for maintaining good quality in delivering the health care services. The latest award that they have won is the “Energy Star Award” from EPA. This health care organisation offers a wide variety of medical services for their patients. The staff of this organisation is highly capable of delivering the best results. (http://nyp.org/, n.d.) There are several challenges and opportunities that impact the balance between the health care costs for this organisation. Although NYP (New York Presbyterian) is a known name in medical field, it has to enforce several strict measures to control the cost and maintain steady income. The services offered by NYP are high class services so it’s not necessary that all the insurance plans cover it. Therefore only a specific category of patients can afford to have a treatment from this hospital. The running cost of the medical equipment installed in this hospital is also very high therefore the government aides are often necessary for this hospital. The salaries of the staff (including doctors) is also a major expense for the organisation. NYP does not compromise with the quality of the health care services. Although the cost is directly proportional to the quality, the organisation manages its cost in such a way that the reputation of the hospital is never at stake. The multiple awards that are received by NYP is a result of the consistent reputation
- 3. of the hospital is never at stake. The multiple awards that are received by NYP is a result of the consistent quality delivery. (http://nyp.org/services/index.html, n.d.) Training: The intended audience for this training can include the representatives from the health care department of the government, the reporters from the media, the representatives of the NGOs and the volunteers from the public. The learning outcomes for the intended audience are as follows:- · The representatives from the health care department of the government can understand how the financial aides provided by the government are being utilized by NYP · The reports can spread awareness among the general public about the emerging medical facilities available in the country · The representatives of the NGOs can ensure that the facilities offered by NYP can reach those people who need them the most This training program will provide sufficient information to the audience so that they can visualize the challenges under which NYP has to operate on day to day basic. The way in which quality of service being maintained by NYP is exceptionally remarkable therefore the audience must know how NYP manages to delivery with consistency.
- 4. References: EPA honors NYP with Energy Star Award, retrieved on 2nd June 2014 from http://nyp.org/ Services offered by NYP, retrieved on 2nd June 2014 from http://nyp.org/services/index.html Employee and recruitment challenges Melonie Lindsey HCA 459 Vicki Sowle May 19, 2014
- 5. Recruitment and retention Recruitment and retention of Registered nurses are a major challenge Recruitment of Registered nurses are expensive Retention of Registered Nurses are also a big challenge Factors that influence recruitment are things such as the facility's reputation, salary, union status and autonomy. There are concerns that overlap the recruitment of the nurses and the nurses that want to stay or who are considering staying. A recent study by Jones, CB, The cost of Nurse Turnover, Part 2, Journal of Nursing Administration, 35(1), 41-49, estimated a total cost of between $62,100 and $67,100 to replace one RN. Workload also plays a factor when it comes to vacant RN positions because now each of the other nurses have to pick of up the slack. When it comes to retention nurses feel as if they should be a part of decision making at the unit level, they should have a decent workload, they should be able to receive education to let them progress. RN recruitment and retentin are competitive aspects of the health care business. 2 Enhance recruitment Encourage volunteer
- 6. Develop a relationship with University programs Raising awareness in your community about your program Attend local and state professional meetings Offer volunteer opportunities at your facility, Go to the college and talk to the students, Join different university job fairs, and develop different research partnerships Offer free groups for families and patients for support, look into promoting community service programs, and hold health fairs. 3 Trends to Consider with nurse shortages Time over money Professional versus personal roles Rising superclass of employees Integration of home and work Gen X entrepreneurs Collaborative management Time over Money meaning employees value their personal time then to have money Professional versus personal roles: people want work and home to be 50/50 not more then the next Rising superclass employees: Some individuals want more personal time but there are some people that are go getters and want to travel, work long hours and relocate. Integration of home aand work: Employers are doing what they can to to provide services for stress management as well as their personal lives. Gen X Entrepreneurs: Employees in their younger ages look at
- 7. the workplace differently which focuses more on independent work and freelancing. Collaborative Management: Basically creating a teamwork type of an environment which in some cases is hard. 4 Time over money Professional versus personal roles Rising superclass of employees Integration of home and work Gen X entrepreneurs Collaborative management Trends to Consider with nurse shortages Regulatory and policy issues State and federal law Regulation by accreditation/certification organizations Licensure and nursing practice acts Some of the issues above are barriers and some are factors cause nurses to leave the profession. Nurses feel like they spend more time with paperwork then they do with the actual patient. Process improvement would be a solution http://www.nursingworld.org/MainMenuCategories/ThePractice ofProfessionalNursing/workforce/Workforce-Advocacy
- 8. http://www.nursingworld.org/MainMenuCategories/ANAMarket place/ANAPeriodicals/OJIN/TableofContents/Volume62001/No 1Jan01/NursingShortage Solution s.aspx http://www.asha.org/careers/recruitment/healthcare/recruit_ret_ strategies/ 6 External Health Care environment This model shows the futuristic model of care which was developed at the Massachusetts General Hospital and presented as a Harvard Business School case study. The model shows the vision, values and goals converge to support the delivery of patients. 7 REFRENCES
- 9. The American Nurses Association, Inc (2014). The Nursing Shortage: