Davita Dialysis

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

The national shortage of Registered Nurses (RNs) has helped generate formidable interest in the nursing profession among people entering the workforce and those pursuing a career change. According to a report issued by the U.S. Department of Health and Human Service in 2002, the national population is continuing to grow and age and medical services continue to advance, so the need for nurses will continue to increase. They report from 2000 to 2020 the predicted shortage of nurses is expected to grow to 29 percent, compared to a 6 percent shortage in 2000. With the projected supply, demand, and shortage of registered nurses and nursing salaries ever-increasing, the nursing profession can offer countless opportunities. But first one must

“Registered Nurses represents the largest profession within the U.S. Health workforce” (nursingeconomics.net). The need for registered nurses will continue to grow and the RN with the strongest skill set will be chosen for the job over a candidate who only has formal

While the US has more nurses and physicians than ever before, upcoming retirements and a dysfunctional workplace are creating clinical shortages that can become more severe than the industry can bear (Woods, D. 2009). According to research, half of all nurses working today were born during the baby-boomer years. Therefore, the workforce is aging at a rapid rate. As such, in efforts to prevent a mass exodus from the profession, healthcare organizations leaders are exploring innovative ways to keep experienced nurses (Larson, J, 2009). The average age of registered nurses has risen from 41 in 2002 to 48 in 2006(Bolton-Burnes L. 2007). Even more troubling, in 2006, 45% of hospital-employed RNs

The recommended system would use relevant labor markets as a major input to determine compensation. It would also rely heavily on a functioning performance management system. These recommendations have the potential to simplify the system and make it more transparent to

The nursing shortage has been influenced by the aging workforce, shortage of nursing faculty, professional alternatives, poor working conditions and poor nursing image. By 2020, there will be an increase in demand for registered nurses (RNs) due to the increase need for healthcare services to meet the needs of the baby boom generation (Keenan & Kennedy, 2003). It is estimated that the nursing shortage will range from 400,000 to 808,000 full-time equivalents (FTE) RNs. The nursing shortage has impacted the intensive care units (ICU), medical surgical units and operating rooms (Keenan & Kennedy).

With over 2 million jobs, registered nurses represent the largest health care occupation (Windle, 2008, p. 209). Although nurses are the biggest health care occupation, there continues to be a shortage in the United States. The shortage has worsened because of rising healthcare costs and a focus on cost containment, which has negatively impacted nurse work environments (Keeler and Cramer, 2007, p. 350). With demand for healthcare expecting to continue to increase and financial pressures becoming more burdensome, these shortages will likely become even more critical in coming years if not adequately addressed (Love et al., 2006, p. 558). The U.S. Bureau of Labor Statistics estimates 1.2 million nurses will be required to fill new and vacated nursing positions by the end of 2014 (Windle, 2008, p. 209).

The Health industry is a fast paced, stressful, and very crucial field. Therefore, it is important to make sure positions are staffed with the most highly qualified, motivated, and capable employees. Nursing enrollment dropped and made competition more difficult because thousands of hospitals were competing for the same employees. The main reasons that employees choose to stay at an organization are job satisfaction, rewards, work relationships, and commitment (Mathis, Jackson, & Valentine, 2014). Alegent Health realized that they needed to strengthen those attributes with their employees if they want to keep them happy and employed at their medical centers.

The DVAMC supports a culture of change and innovation as the facility represents a culture of “being the first.” In 2003, the DVAMC was one of the piloting sites for the Care Coordination/Home Telehealth program (Broderick, 2013). In addition, this facility was one of the four piloting sites for the first national outpatient dialysis program in June 2011 (United States Government Accountability Office, 2012). Both programs were adopted nationally by the VA Healthcare system. Therefore, the organization has a history of embracing and promoting new programs.

In October 2015 the number of Veterans being fee-based to outside healthcare facilities was rising. In order to decrease the fee-based costs and return our Veterans back to the Veterans Administration (VA) a peritoneal dialysis program needed to be created. The Nephrologist and Nurse Manager (NM) worked diligently to make sure the components of the program could be managed within the organization. A big obstacle found was getting buy-in from the nurses. Change has always been stressful for staff and this was going to be a big undertaking. When approaching the nurses the NM discussed how the program would benefit the patients and open up doors for other Veterans receiving hemodialysis. All Veteran care would now be at one facility which would

The health care industry is in need of a strong nursing workforce that can provide quality care. The present nursing shortage is only predicted to worsen as the baby boomers retire and health care needs expand. The shortage is projected to reach more than one million nurses, and reform is needed to increase the interest in nursing therefore funding is needed for this transformation ((American Association of College of Nursing, n.d.). Prevention is essential to quality care therefore public health nurses need to be trained and have incentive to take these positions (American Association of College of Nursing, n.d.). There is also a growing need for advanced nurse practitioners to assist in running clinics to personalize patient care and improve relationships between health care providers and patients (American Association of College of Nursing, n.d.). With around 2.4 million providers, registered nurses make up the largest group of health care professionals ((American Association of College of Nursing, n.d.). They are involved in every aspect of patient care, and when there are not adequate nurses to care for patients, barriers to quality health are created. This makes it so vitally important that the nursing shortage be addressed focusing on education, practice, retention, and recruitment (American Association of College of Nursing, n.d.).

Increasing Hospital Nurse Retention A healthcare facility has known for many decades for the continuously assistance of nurses, facilities around the world an encounter an increase of nursing shortages. Nurse Executives also have in mind the financial impact nurse retention and nurse turnover have on the organization. End result, nurses cost tens of thousands of dollars to recruit and train. A better-quality hiring and recruiting process possibly will result in not only enhanced retention and reduced turnover; however include also several constructive benefits including financial, patient satisfaction and quality of care.

Where Has All The Staff Gone? Strategies to Recruit and Retain Quality Staff by Helen M. Hauff explores the dangerous shortage of nurses in healthcare. The shortage of nurses today has challenged and tested many human resources departments, forcing many directors to “think outside of the box” and look at different strategies for recruitment and retention. According to Hauff, the average recruitment costs per nurse can exceed $100,000 and the supply of nurses needs to increase by 9% a year just to keep up with demand (Hauff, 2007). Many health care systems and specialty clinics have tried to lure registered nurses and nurse practitioners with higher salaries and better benefits. The competition for quality staff has come with a price, staff turnover results in extra costs for recruiting and retraining employees. Hauff, a certified transplant nurse naturally focuses on the staff shortages in her specialty. The shortage of certified transplant nurses is critical, and according to Hauff many health care systems are closing down transplant units due to staff shortages and rising costs. Although Hauff tends to focus on solving the problems with transplant specialists, the same recommendations she outlines can be applied to any health care specialty.

The Hudson Valley is uniquely situated between the New York City Metropolitan area and the Capital Region. Over the years, the medical care in the region has vastly expanded with one of the goals and missions of Smith Hospital has been to expand services and limit the amount of outmigration of medical care. With the expansion of these services nursing has seen more opportunities for specialty care and a growing need for highly skilled nursing care. With the growing need in the Hudson Valley for nurses there has been increased competition among different healthcare entities for this valuable commodity. Human resource nursing recruitment specialists have been challenged with retaining and recruiting high quality nursing staff in this highly competitive environment. Hospitals have turned to high cost agency nurses to fill their gaps on the nursing schedules when necessary. There has been a need for highly specialized nursing staff in newly formed and expanding sociality areas. Smith Hospital has seen the need to educate and train existing staff nurses to fill these new service areas but has also needed to go outside the institution to recruit experienced nurses. The Human Resource specialist has become an essential stakeholder in providing the highest quality medical care in

With people living longer and with more comorbidity there is an increase in the number of patients requiring hemodialysis. End-stage renal disease patients are usually very challenging and complex, because of their comorbidities like diabetes, hypertension, heart disease and anemia. Retention of experienced nurses should be a priority for the organization. Research suggest that nurse conservation and safe nurse to patient ratios are beneficial to the patient outcome, and the number of adverse events associated with a patient receiving hemodialysis. Adverse reactions patient may experience “intra-dialytic hypotension, skipped treatment, shortened treatment, hospitalization, and mortality” (Bonner, Douglas & Hayes, 2014, p.2898). Laschinger’s work (as cited in Bonner et al., 2014) nurses who are empowered to accomplish their work in a meaningful way through supportive organizational structure experience greater job satisfaction and lower stress burnout, which ultimately influence performance and retention (p.