RESUMO
With average turnover costs equaling four times an employee's salary, administrators cannot afford to lose nurse aides. This study explored why aides leave and ways to improve your facility's work environment.
Assuntos
Satisfação no Emprego , Assistentes de Enfermagem/psicologia , Casas de Saúde , Reorganização de Recursos Humanos/estatística & dados numéricos , Atitude do Pessoal de Saúde , Coleta de Dados , Humanos , Assistentes de Enfermagem/estatística & dados numéricos , Assistentes de Enfermagem/provisão & distribuição , Estados Unidos , Recursos Humanos , Local de TrabalhoRESUMO
The nurse-retention problem plagues hospitals nationwide, but nowhere is the crisis more evident than in rural areas, where, if nothing is done, more hospitals likely will join the growing numbers that have simply closed. Researchers designed a study to identify effective strategies for managers and administrators to pursue in retaining nurses in rural hospitals. They asked nurses to rate 43 strategies according to the degree of influence each would have on the decision to remain on the job. "Winning" strategies fit into four major categories: (1) self- and professional development, (2) monetary needs, including benefits, (3) internal management, and (4) staffing and scheduling. Among the study's suggestions are these: Managers should increase opportunities for upward mobility to alleviate some of the nurses' frustrations at feeling trapped in one position. If a higher educational level is a prerequisite for upward mobility, hospital managers should simplify the process of obtaining that education. Rural nurses clearly do not believe they are being compensated enough for their efforts. Hospitals must respond accordingly if they intend to maintain an adequate nursing staff. Nurses want to know that when conflicts or disruptions arise, they will have a simple, direct means of resolution. Hospitals should manage conflict through communication and training and support at all primary care levels. Because nurses provide the majority of client care, they must have a more active, participative role in staffing and scheduling policies.
Assuntos
Hospitais Rurais , Satisfação no Emprego , Recursos Humanos de Enfermagem Hospitalar/provisão & distribuição , Gestão de Recursos Humanos/métodos , Atitude do Pessoal de Saúde , Mobilidade Ocupacional , Hospitais com menos de 100 Leitos , Hospitais Rurais/organização & administração , Recursos Humanos de Enfermagem Hospitalar/organização & administração , Admissão e Escalonamento de Pessoal , Reorganização de Recursos Humanos , Salários e Benefícios , Desenvolvimento de Pessoal , Inquéritos e Questionários , Estados Unidos , Recursos HumanosRESUMO
The nursing shortage continues nationwide. Many factors contribute to the recurring crisis. Some realistic recommendations for short- and long-term solutions are presented here.
Assuntos
Recursos Humanos de Enfermagem Hospitalar/provisão & distribuição , Administração de Recursos Humanos em Hospitais/métodos , Gestão de Recursos Humanos , Reorganização de Recursos Humanos , Havaí , Seleção de Pessoal/métodos , Admissão e Escalonamento de Pessoal/métodos , Sistema de Registros , Estados UnidosRESUMO
The shortage of registered nurses continues nationwide. Reviewing factors that contribute to the recurring crisis, the authors recommend short- and long-term solutions, which focus on retention as more effective and less expensive than recruitment. The authors also discuss the complex issues of employing agency RNs and recruiting of foreign-educated RNs.
Assuntos
Recursos Humanos de Enfermagem Hospitalar/provisão & distribuição , Pessoal Profissional Estrangeiro , Havaí , Humanos , Admissão e Escalonamento de Pessoal , Reorganização de Recursos Humanos , Estudos de Tempo e Movimento , Estados UnidosRESUMO
A useful way to measure, track, and control nursing productivity is available, in addition to techniques for establishing productivity objectives and visualizing and displaying daily productivity performance. Many incentives for productivity improvement are available as well.
Assuntos
Eficiência , Administração Hospitalar/normas , Recursos Humanos de Enfermagem Hospitalar/normas , Equipe de Enfermagem/normas , Administração de Linha de Produção/normas , Planejamento de Assistência ao Paciente/métodos , Estados UnidosRESUMO
A patient classification system for a labor and delivery unit, a maternal-fetal intensive care unit, and an antepartum monitored unit is a complex but necessary component for staffing units with frequently changing patient census and varying patient acuity. This article describes the processes used to develop such a classification system and to predict staffing needs, in advance, in four-hour time blocks in the labor and delivery unit and in eight-hour time frames in the maternal-fetal intensive care unit and the antepartum monitored unit. The article also identifies direct nursing care and indirect nursing care activities and defines the levels of care needed.
Assuntos
Maternidades , Hospitais Especializados , Prontuários Médicos , Pacientes/classificação , Feminino , Havaí , Humanos , Unidades de Terapia Intensiva , Enfermagem Obstétrica , Admissão e Escalonamento de Pessoal , Gravidez , Fatores de RiscoAssuntos
Unidades de Queimados , Queimaduras/classificação , Unidades de Terapia Intensiva , Prontuários Médicos , Serviço Hospitalar de Enfermagem/organização & administração , Queimaduras/enfermagem , Criança , Humanos , Admissão e Escalonamento de Pessoal , Índice de Gravidade de Doença , Recursos HumanosRESUMO
Patient classification systems (PCSs) are required by the Joint Commission for the Accreditation of Hospitals. Usually computerized, PCSs can project staffing needs, insure equitable patient care assignments, and provide a basis for nursing charges. Two types of PCS are currently in use: prototype and factor. Prototype systems seem to be more practical for burn units, which require high levels of nursing care. Essential to a successful PCS is a well-trained and committed staff and enough time to develop a classification checklist and time standards that reflect the reality of that particular burn unit.
Assuntos
Unidades de Queimados , Queimaduras/classificação , Unidades de Terapia Intensiva , Recursos Humanos de Enfermagem Hospitalar/provisão & distribuição , Queimaduras/enfermagem , Humanos , Planejamento de Assistência ao Paciente , Pacientes/classificação , Admissão e Escalonamento de Pessoal , Recursos HumanosRESUMO
The use of standards to predict required nurse staffing patterns has received attention in recent years because of pressures for cost containment, revenue limitations and the increased availability of data. The establishment of a standard hour system can lead to a comparison of actual hours to the standard hours predicted and adjusted for case mix and changes in volume. The authors previously developed nurse staffing prediction models based on information from a 220-bed short-term hospital. Further study in terms of variance analysis (standard hours to actual hours) is explored in this article.