Annotated Bibliography Of Nurse Recruitment And Retention In Nursing

The demand for full time nurses is continuing to boom in the global market (Buerhaus, Auerbach, & Staiger, 2009). However, the unfortunate shortage of nurses in the global scenario is undeniable (Hunt, 2009). The rate at which nurses are graduating from universities today does not sufficiently quench the ever growing demand for nursing professionals. The issue of providing an active replacement for the nurses who have left their respective organization continues to be a source of main concern for health care institutions.

According to Canadian Nurses Association(2009), human health resources have stated that by the end of 2011 Canada will experience shortage of 78 000 registered Nurses (RN) and shortage of 113 000 nurses by the end of 2016. Globally there will be shortage of 4.3 million health care workers. It was also shown that approximately 38% of new graduate nurses leave their workforce within the first year of employment (Lavoie-Tremblay, Wright, Desforges, Gelinas, Drevniok & Marchionni, 2008). According to registered Nurses Association of Ontario (2011), full time positions of RN dropped to 57.9 % in 2010 from 58.9% in 2009. With the current trend it is expected that the Canadian Nursing shortage will increase significantly. In

While the new CDMR appears to be a promising care model, BCNU and nurses from across the province became increasingly concerned when the launch of CDMR at the Nanaimo Regional General Hospital resulted in a large number of RN and LPN positions replaced by HCAs (BC Nurses ' Union, 2013). Despite protests, Island Health continued with cuts in nursing staff (BC Nurse ' Union, 2013). CDMR

There are many major challenges facing the nursing shortage environment today. One of those challenges includes the facility recruitment of registered nurses and then the facility retention of the registered nurses that they have recruited. Factors to consider would be as to why a registered nurse chose to accept a particular job and will they choose to stay at the facility after being given an employment opportunity. A facility’s reputation, union status, autonomy and salary are among some of the factors that influence recruitment. Factors that influence retention includes the inclusion in decision making, practice

quality of work. The supply of nurses in Canada has declined for the first time in almost 20

The national nursing shortage is an ever-growing concern, and it is essential for healthcare organizations to confront the looming issue. Possible solutions to the nursing shortage include retaining older nurses who are looking to retire, increasing the amount of students graduating from nursing schools, and drawing nurses back to the bedside who have left the nursing workforce (Hatcher, 2006). Leaders must assess the nursing turnover in their organization, and they must strategize on ways to retain those nurses. Organizations must implement techniques to retain older nurses to help combat the national nursing shortage and prevent a national healthcare disaster (Keller & Burns, 2010). The purpose of this paper is to identify the demographic breakdown of an organization, explain how the organization’s environment is conducive and non-conducive for older workers, and describe tactics to retain older workers.

In order to provide lasting solutions to the nursing shortage, we should determine whether actively recruiting mature new nurses is appropriate. Bedside nursing is an intellectually and physically demanding profession. The burnout rates and first year attrition are disturbingly high. A three year study of over three thousand American NGNs found that 37 percent intend to leave their jobs after one year (Kovner et al., 2007). Another review found that while there are many market variables, the average American NGN costs hospitals over $82,000. Thirty percent of these leave in the first year and 57 percent in the second (Twibell et al., 2012). Given the high barriers to entry, the statistics are surprising. Before we continue to invest in recruiting mature nursing students, we should determine if they are likely to persevere in practice.

Another growing issue that Canada faces in regard to the state of its healthcare is the global shortage of physicians and nurses. With the population continually getting larger, and older, medical personnel, in particular nurses, are becoming completely overwhelmed. Not only is the global nursing shortage having a negative effect on patients, nurses are being overworked to compensate for lack of staff. Since 2002, “...the nursing shortage has been termed a global crisis.”. (Sage Publications). The “supply and demand” of nurses must be met appropriately to ensure the future of Canada’s current healthcare

Within the content of this paper, I will be presenting a description of the current nursing shortage. An

This essay will discuss how and why Bowen is classified on the Accessibility/Remoteness index as a rural town in Queensland, Australia according to Smith, (2007. A profile of Bowen including the demographics, geographics, environmental and cultural characteristics of the small town will be explored. The health of the population will be looked at and how the profile of Bowen relates directly to the health impacts of Bowen’s residents. Employment and related health issues will be explored along with the added health concerns due to the tropical climate. Following this I will discuss the nursing theories and how they relate to the Registered Nurse in a rural town. Models of Care will be explored next with main focus on The Patient Centred Care approach which is significant to Bowen. Furthermore, the role of the registered nurse and how they plan and manage their day to day activities along with the multi-disciplinary teams will be discussed. Specific knowledge that the registered nurse in Bowen requires and the clinical skills needed will be supported with nursing practice examples specific to Bowen. Lastly a personal reflection of how I believe my current skills and knowledge will be beneficial to me working as a student nurse in Bowen. I will provide examples of how I may apply these skills to practice.

With the ongoing changes in the healthcare field, nursing workforce retention presents itself as one of the greatest challenges facing healthcare systems today. According to the American Nursing Association, nursing turnover is a multi-faceted issue which impacts the financial stability of the facility, the quality of patient care and has a direct affect on the other members of the nursing staff (ANA, 2014). The cost to replace a nurse in a healthcare facility ranges between $62,100 to $67,100 (ANA, 2014). The rising problem with nursing retention will intensify the nursing shortage, which has been projected to affect the entire nation, not just isolated areas of the country, gradually increasing in its scope from 2009 to 2030 (Rosseter,

Internationally Educated Nurses (IENs) are, and will continue to be an important part of the nursing workforce in Canada and throughout the world. They bring a variety of knowledge, skills, and experience to their new practice areas. Although the benefits can be enhanced by successfully integrating them in the healthcare system of their new country, this remains a challenging process. (Adrian. R & et al 2007)

Nurse turnover is defined as “the number of nurses changing jobs within an organization or leaving an organization within a given year” (Baumann 2010). Retaining nurses is one of the most important issues in health care as its effects range from challenges in human resource planning, to high costs in financial and organizational productivity (Beecroft et al, 2008), to workgroup processes and morale, to patient safety and quality of care (i.e. patient satisfaction, length of patient stay, patient falls, and medication errors) (Bae et al, 2010). Nursing Solutions Inc (NSI) reported the national average turnover rate for hospitals increased from 13.5% in 2012 to 14.7% last year. Nurses working in Med/Surg had more turnover

After World War II, the health care system expanded and was nationalized with medicare. Currently there are 260,000 nurses in Canada but they face the same difficulties as most countries, as technology advances and the aging population requires more nursing care.

The global nursing shortage is resulting in the need to find multiple solutions to providing adequate numbers of nursing personnel. The shortage is exacerbated by nurses leaving the profession and their current positions. Globally, nursing turnover rates range from 10–21% per year, with countries such as the USA and Australia reporting turnover rates of over 20% per year. Retaining nurses in their current positions will reduce the magnitude of consequences associated with the nursing shortage (Cowden and Cummings, 2012).