Retaining The National Nursing Shortage

1643 WordsMay 8, 20167 Pages
Retaining Employees Nearing Retirement The national nursing shortage is an ever-growing concern and it is essential for health care 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 who have left the nursing workforce back to the bedside (Hatcher, 2006). Leaders must assess the nursing turnover in their organization and 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 to older workers, and describe tactics to retain older workers. Demographic Data Southern Ohio Medical Center is a 222-bed hospital in Portsmouth, Ohio. The organization employs 2,414 full time and part time employees (Southern Ohio Medical Center, 2015). The employees in the organization cover a broad range of ages with 79% of employees being female (Southern Ohio Medical Center, 2015). Employees under the age of 25 years old constitute 13% of the employees within the organization and employees between the ages of 26 years old and 34 years old constitute around 24% of employees in the organization
Open Document