Since the mid-1990s the UK has relied on overseas recruitment to fill shortages of nurses, practicing active overseas recruitment (Bach, 2007). Buchan (2005) suggests that ‘planned and funded expansion of the NHS meant there was an urgent need to scale up the number of nurses working for the service’. (Buchan et al, 2005:1). Although, the NHS was increasing numbers by attracting returners and training employees, there was also an ‘explicit policy emphasising on overseas recruitment as a method of ‘growing’ the NHS’. (Buchan et al, 2005:1)
The result of the Francis Report means that the NHS is at a turning point in how all Health Care is delivered, as suggested by NHS employers “28 of Robert Francis' QC's recommendations are for changes to nursing regulation or delivery”.
The critiqued article, “Identifying the Key Predictors for Retention in Critical Care Nurses,” by Jo-Ann V. Sawatzky, Carol L. Enns, and Carole Legare, is a study of the key predictors in determining the retention of nurses who work in critical care areas. The abstract is complete, concise and comprehensible. The problem identified a shortage of nurses working in critical care areas, and the purpose of this study is to identify key factors leading to sparsity in critical care areas in hospitals. This is a significant problem, due to the shortage of critical care nurses being an ongoing issue, and reaching a crisis point throughout the world. (Sawatzky, Enns, & Legare, 2015).
reasons additional full-time faculty were not hired. Chief among these was insufficient funds to hire new faculty. This may have been due to inadequate funding from the institution to the nursing division or that funds allocated were not competitive to attract qualified applicants. Additional reasons, however, related to the inability to compete for qualified applicants and limitations on numbers of qualified applicants available in the region. The net result from unsuccessful recruiting is all too often increased workload for remaining faculty, which may lead to retention issues with the faculty currently employed. One-point worth noting from the National Sample Survey is that nurse faculty seemed more satisfied with their work, than many nurses serving in other sectors of practice. This
3. The problem statement: The problem is the ED is not retaining nurses and faces a continuous influx of untrained, new nurses to fill
The health care system is plagued with many problems and one of the most prevalent problems is staff shortages coupled with decrease in medical and financial resources (Swayne, Duncan & Ginter, 2008), Children’s...
The shortage of nursing staff is a national and international issue. Moreover, Oulton (2006) clearly explains that today’s global nursing shortage is having an adverse impact on health systems around the world. However, the shortage of nurses in EDs has become a critical challenge now a day due to stress, lack of staff motivation and retention within the profession especially in EDs (Asiret, Kapucu, Kose, Kurt, & Ersoy, 2017). Moreover, reducing staff makes existing nurses responsible for more work; increase
The problem is caused by finances. Hospitals claim they face declining reimbursements, and have chosen to cut nursing staff to lower their expenses.
Several other causes have been attributed to the nursing shortage. An increase in the number of nurses is needed. Sadly, there is little increase in compensation for nurses. In addition to no growth in pay, the level of stress, responsibility, and demand nurses is increasing. Unfortunately, patients are the ones who suffer. When a hospital does not have the proper nursing staff to care for patients, it results in poor patient safety and patient outcomes (Buerhaus, Donelan, Ulrich, Norman, DesRoches, & Dittus, 2007). Nursing salaries compared to other professions has remained stagnant. For example, a registered
As the forthcoming nursing shortage threatens the United States, organizations must be knowledgeable in the recruitment and retention of nurses. The challenge facing health care organizations will be to retain sufficient numbers of nurses to provide safe, efficient, quality care to patients. Organizations will look to recruit and attract quality nurses to fill vacancies. As turnover in nursing is a recurring problem, health care organizations will look for strategies to reduce turnover. The rate of turnover for bedside nurses in 2013 ranged from 4.4 to 44.6% (American Nurses Association, 2013). Nurse retention focuses on keeping nurses in the organization and preventing turnover. The purpose of this paper is to discuss the significance of recruitment and retention of nurses, review the literature, and explore how recruitment and retention apply to nursing.