Instructions:  Discuss reasons for healthcare professional turnover and costs of turnover and strategies for increasing retention and preventing turnover.

Discuss reasons for healthcare professional turnover

Healthcare Professional Turnover: This class is PBHE111 D003

Instructions:  Discuss reasons for healthcare professional turnover and costs of turnover and strategies for increasing retention and preventing turnover.

(Students should analyze course concepts, theories or materials correctly, using examples or supporting evidence.

Support by at least two references)

Here is an overview of the reading

Retention and Turnover

Organizational climate is critical to promoting job satisfaction and retention of nursing staff. To prevent burn-out and reduce rate of turnover among healthcare professionals, healthcare managers ought to keep up with the pulse of the organizational climate. Shortage of healthcare professionals included allied healthcare workers is alarming. Recommendations for retention across all healthcare professional categories include: increased salaries, improved staffing ratios, better health benefits, more input into decisions, flexible schedules, increased support staff, and also continuing education.

(You can also view the below on YouTube) JULLIEN GORDON ON WAYS TO DECREASE TURNOVER AND RETAIN EMPLOYEES

More details;

Human resources professionals and their senior teams are keenly aware that turnover comes at a high cost. Employee turnover also has a rolling effect throughout any company. In healthcare especially, losing employees has the effect of greater works burdens, less favorable scheduling and low morale. HR departments are left with the task of managing and improving turnover.

As in most projects, the first step in solving the problem is understanding it. Also, many employers will either create a short survey that they try to get in front of exiting employees. Others will schedule exit interviews. The problem with these solutions is that they are time-consuming and also the data is difficult to capture. In addition, the participation rates are low, the responses are not secure and the respondents often do not want to tell all to someone from the company they are leaving. As importantly, these processes may not flag important issues like harassment and intimidation.

 

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