The Nursing Staff Recruitment and Retention Bill

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NURSING STAFF EMPLOYMENT ACT
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The Nursing staff Recruitment and Retention Bill
Table of Contents
Background 1
Definition the problem..2
Analysis the problem..3
Data Analysis3
Meaning of data.4
Provide any findings.4
Recommendations5
Asking for help 5
BACKGROUND OF THE ISSUE
Nursing Recruitment and Recruitment
Healthcare workers serve the essential roles in healthcare. Their demand increases every day, and research estimates that the nursing sector will increase at a 12% rate in the coming years (Tanwar et al., 2016). It is among the fastest-growing professions in the world. Besides, many nurses in practice are leaving the workforce, creating a human resource gap. Hence, nursing management needs to pay attention to recruiting more nurses to cope with the rising demand. It is also important the nurse leaders develop a strategic plan to retain the current workforce and also recruit the best workforce to attain maximum healthcare goals. Terera et al., (2016), estimates that up to 30% of healthcare workers leave the healthcare facilities after their first year in practice, and the number is progressive annually. Hospitals are then left with huge expenses because of the high nurse turnover. The cost of high nurse turnover is close to $37,000-58,400 per annum (Bugajski et al., 2017). For these reasons, the government and relevant authorities need to come up with an effective recruitment and retention plan.
There are several reasons for this high nurse turnover is because the Registered Nurses (RNs) are not satisfied with their work environment. Their dissatisfaction roots in the low staffing levels in healthcare facilities. Most nurses look into staffing conditions before accepting their employer’s job offers. The whole process creates distress to the healthcare system as the high nurse turnover causes negative effects on patient and healthcare facilities. These effects include; high financial costs on medical facilities, low quality of healthcare and malpractice suits by the patients. The nurse’s dissatisfaction is
seen where more than 70% of new nurses have expressed their interest in retiring (Bugajski et al., 2017). With the experiences of nurses retiring in the coming years, there could be a blooming health crisis. The government needs to develop with a plan that will help control a healthcare crisis by implementing the necessary policies fast.
Definition of the Problem
Nurses feel unappreciated in their field of work, despite their continuous efforts of upholding patient care. Many healthcare workers think that they are constantly ignored, and their ideas and feedback are constantly overlooked. Any employee is bound to be demotivated if they felt their ideas are not considered, and hence they could quit their job. RNs are in a conflicting work environment and are often dissatisfied and burned out. Their dissatisfaction leads to moral distress, which could be detrimental to patient healthcare (Nelson et al., 2017). Many nurses confess that they remain in their job to meet their other financial responsibilities. Nurse’s dissatisfaction and shortages are visible in the high morbidity and mortality rate. Therefore, its essential that the healthcare centers’ management recognize and respond accordingly to the plight of their employees.





















Analysis of the problem
Nurse leaders are conflicted about projects that promote staff development because they do not get funding approval. These projects include; construction of a staff library and some crucial educational workshops. These projects would promote staff welfare, promote nursing research, enhancement of the nurses’ skills and competencies and promote leadership development. The relevant leadership management must approve a retention budget to finance such projects. In the long run, this will promote staff solidarity and loyalty towards an organization that improves their welfare.
Meaning and Findings of the Data




It is hard for nursing leadership management to recruit and retain the appropriate staff numbers at the required salary rate. Nursing leaders are challenged with developing unique strategies to hire and retain staff. Bugajski et al., (2017), asserts that this process is tedious and diverges the patient care plan. Nurses are, therefore met with busy schedules that often slow down their productivity. Nurses also have other activities they have to attend to despite their professional responsibilities. They have family responsibilities, jury ...