Policies and Procedures for Maintaining Nursing Turnover Rate Low
In the setting of a nursing facility, keeping the turnover levels low is crucial to the overall efficacy of the services provided to the target population (Jang, Choi, Park, & Lee, 2015). Furthermore, low turnover rates help reduce a range of costs for nurse training significantly (Tourigny, Baba, & Lituchy, 2016). Therefore, an array of policies and procedures for keeping the nurse turnover levels low has been designed.
Among the most efficient policies for keeping nurse retention levels high, the tools for increasing the staff’s motivation and engagement levels need to be mentioned. For instance, the opportunities for career development, which the target staff members can be offered, deserve to be brought up as an essential driver behind the employees’ willingness to stay and grow professionally (Jang et al., 2015).
In addition, the policies aimed at shaping the current hiring strategy are likely to have a positive effect on the retention rates in a nursing facility. As a result of deploying the said HRM strategies, one is likely to detect the problematic candidates at the earliest stages and, thus, hire only the people that will be loyal to the organization (Tourigny et al., 2016).
Barriers to Compliance with Policies: What May Slow Down the Progress
It should be noted that several problems may occur in the process. For instance, the change of the hiring policies will require an elaborate analysis of the existing approaches. Furthermore, there is a possibility that some of the candidates may be misunderstood during the hiring process and, therefore, will be dismissed.
I addition, the promotion of change in the context of an organization is likely to face significant resistance from the staff. Therefore, advanced tools for building motivation and loyalty among the employees will have to be used. Furthermore, financial incentives may be required, which will mean that the organization will have to reconsider its financial policies.
Improving Patients Care: Areas That the EBP and Protocols Affect
When considering the domains of nursing that are likely to benefit from the introduction of the principles allowing for a drop in nurse turnover rates, one must admit that the identified change is likely to improve the quality of communication between a nurse and a patient significantly.
Furthermore, the overall quality of care is likely to rise consistently. The reason for the identified phenomenon is that the experience acquired by the nurses that work for a significant amount of time in a specific healthcare setting is likely to provide a profound foundation for improving the quality of care. For instance, the needs of the target population will be understood and recognized in a much faster manner due to the awareness of the specifics thereof, the tools for gathering the relevant information and disseminating it among the residents of the community will be located faster for the same reasons, etc. (Jang et al., 2015).
Interdisciplinary Team Members and Their Assistance
When carrying out the change, one should consider using the assistance of experts in the HRM area, as well as the people that specialize in leadership. As a result, the relevant information about how the current HR strategies can be shaped, and how the leadership approach can be improved, will be provided. Consequently, the transition will occur more smoothly.
BSN Nurse: The Role
As a Bachelor of Science in Nursing, one should consider the factors that affect nurses’ motivation levels so that retention levels could be increased. In other words, a BSN expert will shed more light on what can be used to engage the nursing staff and enhance their loyalty to the organization. Thus, the foundation for delivering efficient services can be provided.
References
Jang, E. Y., Choi, J., Park, Y. C., & Lee, S. M. (2015). Satisfaction with major in nursing: predictors, mediational role of identification with nursing, and gender difference in South Korea. Journal of Psychiatry Journal of Psychiatry, 16(1), 6-10.
Tourigny, L., Baba, V. V., & Lituchy, T. (2016). On the retention of younger nurses. Journal of Nursing and Care, 5(1), 3-8.