Personnel Recruitment and Retention

Topics: Nursing, Nurse, Registered nurse Pages: 5 (1265 words) Published: March 16, 2013
HSM 543 Health Service Finance|
Course Project|
Julio Quintero|


Personnel recruitment and retention

According to the American Nurses Association (2013), the United States is projected to have a nursing shortage that is expected to intensify as baby boomers age and the need for health care grows. Compounding the problem is the fact that nursing colleges and universities across the country are struggling to expand enrollment levels to meet the rising demand for nursing care. According to the Bureau of Labor Statistics’ Employment Projections 2010-2020 released in February 2012, the Registered Nursing workforce is the top occupation in terms of job growth through 2020. It is expected that the number of employed nurses will grow from 2.74 million in 2010 to 3.45 million in 2020, an increase of 712,000 or 26%. The projections further explain the need for 495,500 replacements in the nursing workforce bringing the total number of job opening for nurses due to growth and replacements to 1.2 million by 2020 (2). Due to the increase in nursing shortages there is currently a significant amount of competition to retain our nurses, especially the most qualified nurses. Hospitals that are unable resolve the economic supply and demand nursing shortage could be facing a serious financial loss if they are unable to recruit top nurses and retain their own nurses. The American Association of Colleges of Nursing (AACN) is concerned about the shortage of Registered Nurses (RNs) and is working with schools, policy makers, kindred organizations, and the media to bring attention to this health care crisis. AACN is working to enact legislation, identify strategies, and form collaborations to address the nursing shortage. The AACN has identified that insufficient staffing is raising the stress level of nurses, impacting job satisfaction, and driving many nurses to leave the profession have impacted the nursing shortage. According to an article in the August 2012 issue of the American Journal of Infection Control, Dr. Jeannie Cimiotti and colleagues identified a significant association between high patient-to-nurse ratios and nurse burnout with increased urinary tract and surgical site infections. In this study of Pennsylvania hospitals, the researchers found that increasing a nurse’s patient load by just one patient was associated with higher rates of infection.  The authors conclude that reducing nurse burnout can improve both the well-being of nurses and the quality of patient care (3). In my personal experience nursing burnout is a combination of working in a stressful environment, such as caring for critically ill patients, providing high risk medications, managing patient care, keeping physicians, other key healthcare providers, family members and others on the status of the patient, taking on a high patient to nurse ratio and providing extraordinary care at all times with a smile and compassion. A recent Nurse Retention and Recruitment article list some concerning facts affecting healthcare organizations, which are as follows: (6) * It costs of about $30-60,000 to replace a typical RN who leaves * It costs $185,000 to replace a critical care nurse

* Average turnover rate for registered nurses in 2000: 21.3% * National nursing vacancy rate of about 13% ( * 50% of work-life satisfaction determined by relationship with the boss * Enrollment in RN programs has declined by 50,000 or 22%, since 1993 (2001 Testimony by AHA before U.S. State House of Representatives) * The number of RN under the age of 30 dropped by 41% from 1983-1998 (JAMA, June 2000) * Average age of a RN is 43 years old (AHA)

These facts are very concerning and healthcare organizations are taking these facts very seriously as we head towards the baby boomer retirement years. The decisions and recommendations that healthcare administrators make today will impact whether or not we have...
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