Lake City Hospital Recruitment Plan

Associates prepared nurses are able to sit for the NCLEX as well as bachelors prepared nurses. They are both able to practice and perform many of the same skills and procedures. Their differences in clinical competencies are few, but their differences in critical thinking, decision making, communication, leadership, and management techniques and abilities, are many. The bachelors prepared nurse has received a higher and more in depth level of education in their field. This additional study and preparedness gives the bachelors prepared nurse the ability to understand not only the “what” and “how” of their clinical procedures, but also the

Recruiting new employees is one of the biggest challenges health care organizations face today. The total population of RN's available for staffing is rising at the slowest pace of the last 20 years (Keller, Siela, Twibell, 2009). Healthcare facilities across the nation are struggling to meet the staffing requirements to stay afloat and provide adequate care to patients. The question in front of many organizations is how to stand out in a competitive workforce and recruit top hires.

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

After looking over the information that she has collected, Darlene Fry decides that it is time to roll up her sleeves and get started. She wants to consider staffing changes in all areas except the surgery ward, which is already correctly staffed. Questions 1. Explain the alternatives available to Darlene Fry as she develops a nurse staffing plan for Memorial Hospital. How does each meet the objectives stated by the CEO?

With the assistance of our community partners, who specialize in job placement, we have already recruited, train, and place many individuals in productive industry recognized positions such as: Janitorial/ (EVS), Certified Nursing Assistants (C.N.A), Hospitality/ Customer Service, and more. Our goal is to improve our placement and retention rate by removing barriers and adding additional support such as, implementing the case management approach which will tend to each case according to the individual need, expanding hours, increasing class size, and adding more access to child

Over the past number of years there has been a nursing shortage which has led to the need of more registered nurses in the hospital setting. This is due to the uprising acuity of patient care and a decrease in there overall hospital stay. In order for the patients to get safe and quality care, the staffing, education and experience of the nursing staff needs to be made a priority. Not only has the safety and quality of patient care suffered, the working conditions in hospitals

In part A of the assignment a discussion has been carried out to critique the written project relating to leading organization change to improve hospital performance. Tracey Burns, the executive director of nursing came up with the named project to diagnose and tackle this issue of waiting list problems and a 30 million pound financial deficit which had gotten a lot of media coverage after realizing that the major problem was the

The staff will be will be notified of the new pilot project to hire and only have Certified Nursing Assistant and Medical Assistant administer medication, this program will begin April 1, 2016. The current MEDT Techs that are not Certified Nursing Assistance or Medical Assistance will have 1 year to obtain their certification for either field. The purpose of the program is to ensure adequate learning skills and to have someone with foundational knowledge of skills such as vital signs, basic knowledge of recognizing medical concerns and being able to make notification to the appropriate person and then completing the directed tasks. The purpose of this objective is to utilize this new research or evidence based information

M1 - Compare the purposes of the different documents used in the selection and recruitment process

On practical lines, although the hospital has appointed nursing leaders and is practically active in creating community awareness and education program, in some ways it has failed to remain consistent with all of the forces. For this reason, questions can be raised on retention and support of qualified workforce. Moreover, the Adventist La Grange Hospital is overly dependent on online recruitment. As a result, there is a high chance that the organization will not be able to reach many potential nurses. The organization will have to consider opening other channels for recruitment. The organization will also have to consider the inconsistencies that are present in the organization due to which it has failed to achieve Magnet accreditation .

Hiring more of certified nurses can increase the reputation of the hospital, and it can be recognized under the joint commission (JCAHO). According to the American Association of Critical-Care Nurses (AACN) Certification Corporation, hospital organization supporting the certification can provide a competition between the hospitals in the hospital economy. Hospitals or organizations supporting the national certification in nursing can create more satisfaction in workplace for nurses, so the chances of nurses leaving the hospital and looking for another job are less (American Association of Critical-Care Nurses (AACN) Certification Corporation, 2016). In order to support the nurse to stay in the hospital, employers can support more certification and educations for the nurses by providing classes and paying for the

Since the Community South Medical Center enjoys a great reputation among the patients as well as the general population, it would be common to find many individuals who would like to become part of such a reputed organization. This reputation of the center should make the job of the management a bit easy as it would just need to advertise its requirements to the public and then choose the best from the applicants who apply for the job. The center can even negotiate on its terms with the applicants since there would be much competition for the posts of clinical staff and hence introduce many conditions such as a good experienced background, good educational background and so on.

Middleville Regional Healthcare has been facing some issues in recruiting and retainage of nurses and other clinical employees. The economy has hit very hard and budget limitations have reduced the amount of money available for employee’s salary increases.

Facilitating clinical placements is also another strategy for shortage of nursing that many counties faced. But the impediment to develop a higher capacity of programs in the nursing field lies with the administration of site placements for nursing professionals. In a response to this problem, what is need to the health healthcare institutions need nursing education corporations that would help in employing an online placement program for nurses. This strategy will also help in suitable training of nurses and allow them to handle advances in technology within their practice. Clinical placements are perfect in exposing the nurses and building their experience in respective fields, while helping them to overcome the trials they face in

Recruitment refers to the entire process of attracting, selecting and appointing suitable candidates for a particular given activity. The individuals can be chosen for unpaid positions such as training programs, voluntary roles and in this case participation in a study (Jallo et al., 2013). There are many pitfalls that face the recruitment process. Among them are the impact made by the study design, participant’s characteristics, personal preferences and many more. Challenges such as the culture of the nurses, lack of resources, lack of time to discuss the research topic with the participants, lack of recruiter awareness and lack of information about the study topic have been discussed at length as the challenges that are faced during the recruitment process.