Employee Retention Issues in Workplaces

Employee retention in workplaces remains one of the main issues human resource managers are dealing with for decades. That is why, in 2016, the Society for Human Resource Management (SHRM) reports that 46% of HR managers deem employee turnover as their top concern (Lee et al., 2018). Therefore, many programs have been experimented to improve employee’s turnover in workplaces. This situation is also common in the healthcare system. This situation has brought many harmful consequences to workplaces. The lack of experienced workers and the increase in the cost of human resources in new employees’ orientation are the main issues that workplaces are dealing with regarding employee turnover. That is why it is understandable that the issue presented in chapter 60 of the textbook refers to programs that may help retain health care professionals in workplaces.

The main issues that make up the author’s concern are reducing employee turnover in healthcare workplaces and retaining nurses in those settings. Their approaches were trying to find some loyalty programs that may help experienced nurses and new nurses.

The finding was not easy since a program that may work for new nurses may not impact professional nurses’ interest. For instance, a study published in the American Journal of Preventive Medicine has shown that young nurses from 33 years old or younger do not plan to stay in workplaces and are determined to have their own business (Sellers et al., 2020). That is proof that policies that address the interest of experienced nurses may not influence younger nurses. One focus of professional nurses is a healthy workplace. If the environment does not protect employees, experienced nurses may leave their workplaces and look for a better one. This health protection may include better health insurance provided by the workplace.

 The student believes that those issues persist in workplaces today. Many reasons make her understand that workplaces are still suffering from this persistent situation. If we analyze the causes, one should admit that young nurses are dealing with issues like the need to feel part of an organization that will help them grow professionally. They also have concerns about their childcare system. However, they share with the experimented nurses the need for the management to value them. Those are current issues that the healthcare workplaces are dealing with. As good responses to those issues, the enforcing of the emerging nurse leader program and the magnet recognition program may bring solutions that meet nurses’ interest in the current healthcare workplaces

We can make a difference in participating in nurses’ organizations that provide ideas to help sustain the healthcare system with experienced and educated nurses. That will help solve the issues related to nurse’s turnover in workplaces that will positively impact the patient outcome.

References

Lee, T. et al. (2018). Managing Employee’s Retention and Turnover with 21st Century Ideas. Retrieved from http://assets.humanresourcesonline.net/conferences/2019/TMA/TMA%20MY%20Pre-Reading%20Articles/Journal4.pdf (Links to an external site.)

Sellers, K. et al. (2020). Using Public Health Workforce Surveillance Data to Prioritize Retention Efforts for Younger Staff. Retrieved from https://www.sciencedirect.com/science/article/pii/S0749379720301756nu

 This paper will have three parts addressing two important pieces of legislation related to the right of individuals to make health care decisions for themselves.

Part I

The Advance Health Care Directive 

Locate a copy of an advanced directive (AD) that complies with the laws of the state in which you work. The organization in which you work should have a copy of an advance directive that is given to patients. If not, download your state’s Advance Directives here http://www.caringinfo.org/i4a/pages/index.cfm?pageid=3289.

Complete the advance directive for yourself.  Do not turn in your AD with your paper. The AD is for your personal use.

In your paper, Part I:

1. Identify where you obtained the AD and explain its compliance with state law.
2. Conduct research (1-2 sources) to learn more about the AD in your state and explain how it works.   
3. Discuss how easy or difficult it was to complete the AD. Your comments should be specific and both objective and subjective. For example, when you state your personal feelings, you must relate them to the literature (textbook and research) that discusses this process and the difficulties that many people face when completing an advance directive.

(Cite/ reference any sources you use to explore these questions, including your texts.)

Part II

Physician Orders for Life-Sustaining Treatment (POLST) Form

1. What is a Physician Orders for Life-Sustaining Treatment (POLST) form?
2. When should this form be completed?
3. Who can complete the form?
4. Who needs to sign the form to make it a legal document?

(Cite/reference any sources you use to explore these questions, including your texts.)

Part III

Tie the two first sections together by writing a summary and conclusion.

This section should address:

1. the differences between an Advance Health Care Directive and the POLST,

2. the RN’s important role in assuring the patient’s right to autonomy in choosing the healthcare interventions the patient does or does not want.

____________________________________________

Use current APA format.

The paper should be between 3-5 pages in length excluding the title and reference page(s). 

Cite and reference the course text and at least two (2) additional appropriate professional sources.   

Review the rubric for further information on how your assignment will be graded.