Description
Please use attached outline
Introduce the issue.
Define the problem.
- Search the literature.
- Analyze the problem.
- Offer possible solutions.
- Propose a single solution.
- Develop an implementation plan.
- Justify why and how if your solution will solve the identified problem.
Unformatted Attachment Preview
Purchase answer to see full attachment
Explanation & Answer
Attached.
1
Recruiting and Retaining Qualified Nurses for Growing Patient Populations
Student’s Name
Institution Affiliation
Course
Professor’s Name
Date
2
Recruiting and Retaining Qualified Nurses for Growing Patient Populations
Introduction
The nursing workforce is fundamental in delivering quality health services to clients. Due
to the constantly increasing patient population, the clinics are under pressure to have qualified
and motivated nursing staff. The negative implications of staff turnover go hand in hand with
patient’s poor outcomes, employee fatigue and decreased productivity, violation of
organizational guidelines and policies, and adverse financial impacts.
Problem Definition
Nursing scarcity is a worldwide problem that symbolizes itself in the rising average age
of nurses, their high attrition rates, and the growing need for health care services. The root causes
of RN turnover include the inability of clinic settings to offer competitive compensation,
inadequate professional growth, and unfavorable scheduling policies. The need for adequately
trained staff to work in the clinics increases the chances of putting the patients' lives at risk and
compromising the standard of services being offered can lower the efficiency of the clinics.
Literature Review
A comprehensive review of the literature reveals several key findings and evidence-based
strategies for addressing the challenges of nurse recruitment and retention:
•
Competitive compensation and benefits packages: Competitive wages that reflect current
regional and specialty standards, as well as benefits such as health insurance, retirement, and
paid time off, should be provided to ensure qualified nurses are being hired and retained
(Kurnat-Thoma et al., 201).
3
•
Professional development opportunities: Continuing education programs, tuition
reimbursement, mentorship programs, and clear advancement opportunities within the
facilities can enhance nurse job satisfaction and retention (Marufu et al., 2021).
•
Flexible scheduling and work-life balance initiatives: Flexible work arrangements like parttime, casual, and other shift arrangements, as well as policies for work-life balance like paid
parental leave and childcare assistance, can bring higher job satisfaction rates and lower
burnout among nurses (Dempsey & Reilly, 2020).
•
Positive work environment: Promoting staff nurse support, openness, and fairness to enhance
commitment and structure; implementing teamwork with nursing unit cultures that are
constructive; ensuring adequate staffing; and communicating influence nurse retention and
overall job satisfaction (Hayward et al., 2019).
•
Targeted recruitment campaigns: Promoting internships and placements at local nursing
schools, recruiting campus placement agencies, job fairs, and nursing conferences, and active
advertisements on social networking sites and job portals might be strategically beneficial to
attract adequate nurse talent (Baumann et al., 2021).
•
Employee engagement strategies: Creating mechanisms th...
Review
Review
