Challenges of Employee Recruitment and Retention of Healthcare

The annual turnover rate among health care employees is startling. Some turnover is unavoidable: people get married, move away, go back to school or retire. However, other types of turnover are preventable. According to the Human Resource Management Association, 20.4 percent of health care employees (one in five) quit their jobs every year. The number easily exceeds the

The role of human resources is also very important in maintaining an effective health care industry. If the managerial personnel are performing their duties effectively and efficiently in a health care organization, the organization will automatically progress. Additionally, the organization will provide the improved outcomes of the patient health and health care delivery as well. This is so because human resource is also considered as one of the most important inputs to effective health care services. Although there exists a variety of challenges in inducting qualified human resource professionals but there is a strong need to solve this issue. (Kabene, 2006)

The most challenging area Mrs. Dukes faces is staffing. For a well- developed health care system, sufficient, highly motivated and skillful employees are essential components (Saleem, 2015). It is important that we remember people are the most important and valuable asset of an organization. Every position is an important position and it takes skillful and effective people to fill those spots. “Staffing is the managerial function concerned with the procurement and maintenance of human resources” (Dunn, 2010). Having the right staff members is key in running an organization. If you hire individuals who are

The National Healthcare Employee Union (NHEU) asserts that the hospital 's retention and recruiting efforts concerning nurse staffing is deficient. This deficiency has led to diminished patient care and more nurses quitting because of the fatigue of being overworked due to staffing shortages.

Individuals who are given the opportunity to learn new skills, increase their abilities for specific accomplishments, and increase their overall knowledge in their field are more likely to remain with their employers. Therefore, many health care organizations realize that continuing education is not only a requirement for certification but also a method for attracting and retaining the best employees. Providing employees with a chance to polish their skills and learn new methods of providing the best care increases job satisfaction. It also makes employees more valuable as they are more able to provide the kind of care that patients expect and deserve. Employee competence is what makes health care what it is. Failing to provide adequate opportunities for continued education in the field will result in less overall care.

This article discusses the problems that many healthcare organizations experience when it comes to employing critical skill employees. Nearly 74% of healthcare organizations face this problem with 41% of organizations in other industries facing the same problem. Organizations within the healthcare field are struggling to retain registered nurses. Organizations could end up spending a lot of money trying to attract employees including nurses. Pay that is based on the employee’s performance will help to retain employees.

(Anderson 2003). Understanding that leadership challenges in a competitive industry encompass retaining quality staff and creating a patient-centered climate with a high motivation for competency outcomes this provides us with sets of frame work for training the middle managers and frontline staff as well. Analysis to apply from this research compliance training is in the asking, “Does the level of learning objectives match the goal of competency development and long-term learning?”. As well as, “Do our learning methods support attainment of competencies?”. This links to a point made by the American Hospital Organization on Workforce Planning. (#6). Turnover, as we know is costly in any organization, especially one with a large number of specialty fields as healthcare. Proper onboarding is essential in capturing the loyalty of a new hire and preparing them for the new role. The success felt with the proper set up is key in long-term employment. In person orientation is reviewed with key points in any training such as showing the employee to the subject experts are to go to for help, offering and soliciting feedback before, during and after

Since long-term care is not focused on medicinal methods but rather holistic methods and patient-centered, it is required for health care professionals to be open-minded about their approach. There are instances when the health care professional will face challenges that may not fit the mold of what they were taught. These challenges may be patient related, regulatory demands, and more. However, regardless of the task, it is essential for the health care provider to handle the situation with respect and collaboration with other professionals. It is important to treat paraprofessional health care workers with respect, due to the challenging nature of their duties. When employees do not feel valued at a facility, turnover rates are higher. Therefore, training, team building exercises, increase benefits, and collaboration is essential to ensure the changes are being met in a positive direction. Ensuring successful recruitment and retention occurs is a vital part in meeting these

Everyone has been told from one time or another – don’t bring your personal life to work, and vice-versa. Easier said than done. In our current economy, families are having to work harder, and longer thus leaving less time for family and creating stress and anxiety. One thing that has statistically shown why people are stressed at work and home – the instability of work-life balance. This paper exemplifies the barriers and measures one can take to secure the balance.

The field of nursing health care is one of the most important things in any given community set up. In the current world, health care sector is under reform simply because there is a wide range of challenges as well as problems that face this industry. Recruitment and retention are the main areas that for long have been affected by different challenges. In the field of nursing health care, retention and recruitment are two things that go together. Administrators in health care field have faced challenges in managing these two aspects. Healthcare system has been unable to retain service providers which are a great risk to those in need of health services. On the other hand, recruitment of employee has turned to be a great challenge simply because of selection criteria and the level of qualification of the employees. This study will look at the challenges of employee recruitment and retention of health care

Understanding this fact is critical in understanding how true work-life balance can benefit not just the employees but the company as well. When employees are in better control of their lives, are motivated and are able to manage stress better, the attendant productivity will ultimately, positively affect the organization within which these employees work. Achieving optimal work-life balance is critical to job satisfaction. Job satisfaction is the degree to which people enjoy their work. (Spector 1997). Singh 2013 identifies that job satisfaction reflects how well an individual is happy with various aspects of his job to which work-life balance is an aspect. The following factors make up a Work life Balance plan that should be implemented by the Jones Bank of Canada and caters to the varying needs of Baby boomers, Generation X and Millennials.

Work-life balance is a combination of interactions among different areas of one’s life; the advantages and disadvantages associated with that balance/imbalance are countless and can affect multiple levels of society (Schoenfeld, 2005).

In today’s world many people are trying to balance their work and their personal life which can be a huge challenge. There have been studies showing that having a poor work life balance can cause an unhealthy level of stress; unhappiness and it can actually reduce productivity. Also many people suffering from poor work life balance can find it impacts their relationships and ability to actually enjoy and value their lives.

Nursing turnover is a major concern which impacts both performance and profitability of healthcare organizations across the globe. Most hospitals have a mission to provide safe, effective, compassionate, quality care to the community they are serving. However, without fully engaged and highly trained nursing staff, many organizations are finding, this is a lofty goal to achieve. While there is no known panacea to create reductions in turnover across the board, there are a few techniques that HR professionals can utilize to positively impact turnover. If I were an HR manager within my current hospital, I would begin to actively focus on career development from within and develop a program to transfer nurses to other specialty areas of interest within the hospital. A few ways to start incorporating these strategies would be the adoption and implementation of the Campbell Interest and Skill Survey (CISS) complemented

The employee turnover in health care industry is very high. In fact in some of the US states, it is double the national average of 15.6%. The statistics related to employee turnover rate are highly alarming and are growing even worse day by day. While on the one hands it would appear that the chief reason behind this phenomenon is the relatively short supply of talented individuals or workers(Jones, 2000). But over time research has identified another important factor behind this phenomenon which is the mismanagement of human resources in health care sector. Limited talent supply coupled with poor human resource management have led to compounding the problem. Due to poor health care workforce management the turnover rate in this sector has remained high. An aging talent pool which is not being replaced at the rate it is depleting has compounded the problems being faced by the health care industry.