Topic: As an administrator, address the challenges of employee recruitment and retention of health care professionals. Additional subtopics may include trends in the nursing workforce, shortage of primary care physicians, staff turnover, retention, and staffing patterns. Creating the Senior ProjectThe Senior Project:Must be 20 to 25 PowerPoint slides (excluding title and reference slides) in length. There are 20 content criteria worth a total of 10 points.   Must include a title slide that contains the following: Title of project Your name Course name and number Instructor’s name Date submitted Must include an introduction with a succinct thesis statement. Must address the topic of the project with critical thought in the areas of: Organization details Challenges and opportunities Training program outcomes Impact on at least three stakeholder groups involved delineated by cost, quality, and access to service Suggested actions Must include a conclusion that reaffirms your thesis. Must use at least five supporting graphics (images, graphics, and/ or multimedia) are included and relevant communicating the training content (two points). Must include speaker’s notes that have evidence of critical thinking and application (content analysis, synthesis, evaluation) related to the research methodology used to develop (six points): Project content Practical and relevant solutions to the organizational challenges/opportunities Appropriate evaluation of individual stakeholder groups involved Must use at least three to five scholarly sources from the Ashford University Library and two to three current, scholarly web sources. Must document all sources in APA style, as outlined in the Ashford Writing Center. Must include a separate reference slide, formatted according to APA style as outlined in the Ashford Writing Center. Required Text Management principles for health professionals (6th ed.)All feedback received from previously submitted papers:You are identifying the issues within that organization as it relates to your topic.  You must create some recommendations to address those issues.  Your final project is a TRAINING PROGRAM so make sure you understand the required components of this venue……it is presented in a PowerPoint presentation.IMPORTANT INFORMATION:The final power point attached was done by another tutor however the plagiarism was 75% I cannot submit it. I am looking for someone to re-work or re-do completely.THANK YOU ahead of time.
hopes_w1_a1.pptx

hopes_w2_a1.docx

hopes_w3_a1.docx

hopes_final.pptx

Unformatted Attachment Preview

Challenges of Employee Recruitment and Retention for
Health Care Professionals
Jennifer Hopes
Ashford University: HCA 459 Senior Project
Vicki Sowle
August 12, 2016
Nursing workforce, Shortage of primary care
physicians, staff turnover, retention, and Staffing
patterns

Specialized Care Facilities





Growth in the nursing workforce
Extensive research in the field of nursing
Educational standards in Nursing
Licensing of nursing workforce
New clinical conditions
◦ Management of diversity in disease and illness
assessment
◦ Fresh approach to care


Low recruitment costs
Effective communication
◦ Talent Management
◦ Sustaining an engaged workforce
Shortage of primary care physicians require
extensive recruitment of specialist physicians
(ADPH (2016))
 Healthcare reforms like ACA and federal
security acts put more regulations on
healthcare and recruitment procedures has
become more complicated
 Demand for primary healthcare physician has
increased
 Rural areas have low population and low
incentives





Large scale retirement
Competition
Poor feedback
Lack of appreciation and communication





Demographic differences
Low Incentives
Lack of mentoring
Poor organizational culture
Lack of motivation





High quality of care
Increase in patient satisfaction
Lower Costs
Increased revenues
Increased Access to care


Although, the nursing workforce has seen
significant increase in hiring of new class but
overall, there is a shortage of primary care
physicians in the healthcare industry. The
technological advancements, mixing of cultures,
high turnover rates, and retention issues have
raised concerns for the healthcare professionals
and in order to address these issues to ensure
efficiency and quality of healthcare.
The decreased number of primary care physicians
will reduce the quality of care and patient care
will be of poor quality.



Jones and Bartlett (n, d.), Chapter 1: The
Changing Scene: Organizational Adaptation and
Survival, page: 1-5
HRSA (2016), U.S Department of Health and
Human Services, “The U.S. Nursing Workforce:
Trends in Supply and Education”, (WEB) Retrieved
from:
http://bhpr.hrsa.gov/healthworkforce/supplyde
mand/nursing/nursingworkforce/
ADPH (2016), “Challenges Recruiting and
Retaining Healthcare Providers”, (WEB) Retrieved
from:
http://www.adph.org/ruralhealth/assets/Recruiti
ngandRetainingHealthcareProviders.pdf
Running Head: HEALTH CARE PROFESSIONALS
Health Care Professionals
Jennifer Hopes
Vicki Sowle
Ashford University: HCA 459: Senior Project
August 18, 2016
HEALTH CARE PROFESSIONALS
2
Introduction
The selected topic is on the recruitment and retaining of health care professionals. The
reason for the selection of this topic is due to the fact that there are many registered nurses in the
nation today as well as an increase in the number of licensed nurses. This research is due to the
statistics seen throughout the research whereby the rates at which the increase in the nursing
population is active then there is bound to be difficulty in securing jobs in the nursing
department. This is important to the health care administration within the organization to be able
to know how to retain the existing nurses within the institution and balance the recruitment of
more care givers in the organization (Armstrong, 2015).
Scope
The scope of the senior project is the primary care physicians and the department of
recruitment where the nurses are referred and recruited from (Gerwing, 2013). The importance of
this department is because they play a big role in the maintenance and the payment of the
employees. The demand for primary healthcare services seem to be on the increase and therefore
valid for the target scope. The rural areas also have very few care givers in the primary care
sector and therefore the increase in the need to check on the recruitment of the necessary
physicians and the retaining of the physicians especially in the areas where they are least and
more is expected from the recruitment of the nurses.
There is evidence of large amounts of physicians who retire early, there is however
massive competition in relation to the large number of people who work on these missed spaces
during retirement. There is also competition that is very wide for the desired scope. Most
physicians located in the urban areas enjoy better working facilities and actual working space
compared to those in rural areas (Armstrong, 2015). This factor contributes to the fact that there
HEALTH CARE PROFESSIONALS
3
is need for the government to ensure that the resources reach all hospitals including those that are
in the rural areas so as to help the care providers to carry out their duties easily and better.
Discussion
There is an evident need for physicians in an everyday basis. It is however up to various
institutions to ensure that their care givers offer the required attention to the industry. The
retention of care givers and the need for recruitment of more physicians has increased over the
years. This makes the growth of the physicians in the market relevant since they are required and
needed. The expansion in the industry helps the efficiency and enables quality health care to take
place. The benefits of having many care givers is that there is quality care given owing to the fact
that there is easy replacement once one goes against the rules of their duties in their work
(Armstrong, 2015). On the other hand the disadvantage is that the physicians live in fear of
retrenchment of replacement with new staff.
Conclusion
In conclusion, the cost of each and every patient and care given to the patients depends of
the services rendered. It is therefore in the best interest of the industry to ensure that there is
quality services rendered to the patients (Gerwing, 2013). Lack of care givers in some areas such
as the rural grounds is not a fair play to the society. This is where the stakeholders should come
in to ensure that all areas acquire health services with the required equipment. It is also relevant
to ensure that the physicians who are recruited are qualified and can offer services that are
acceptable and yield positive results to the stakeholders. These include the patients, the
management and other individual who ultimately benefits from the success of the care given in
the health institution (Gerwing, 2013).
HEALTH CARE PROFESSIONALS
4
References
Armstrong, N. (2015). Serious but not solemn: Rebalancing the assessment of risks and benefits
of patient recruitment materials. Research Ethics, 2-17.
Gerwing, B. (2013). Health outcomes, education, healthcare delivery and quality – 3048. From
uterus to university: Recruitment and retention of a primary prevention birth cohort.
Biomed central, 12-25.
Running Head: HEALTH CARE PROFESSIONALS
Health Care Professionals
Jennifer Hopes
Vicki Sowle
Ashford University: HCA 459: Senior Project
August 25, 2016
HEALTH CARE PROFESSIONALS
2
Topic
The chosen topic of study is “challenges of employee recruitment and retention of
healthcare professionals”. The topic is selected for address because there are many registered and
licensed nurses, and therefore recruitment and retention becomes a problem. An increasing
number of nurses make them not to secure jobs easily, and recruiters also find difficulties when
choosing the best since all nurses are qualified. Today, there are many nurses and physicians
who quit their jobs for greener pastures and also opt to concentrate on self-employment. The
healthcare system is, therefore, shaky because recruiters may not identify who is best and who
will stay for long before leaving the systems (Weber & Khademian, 2008). Nurses who work to
occupy the missed spaces left by retired ones are many and the human resources find it difficult
to select the most competitive ones. Resources are not evenly distributed, and urban-based
facilities have more of them as compared to those in rural areas. The human resources then find
it difficult to identify productive nurses who would endure in either of the rural and urban
environments so that they can meet the objectives of each healthcare organization.
Organization Specific Rationale
For this senior project, the healthcare organization is one that operates using a building
workforce so that workers are motivated to contribute to a vision that is shared among all
professionals. The organization is affected by globalization, and its working society is of mixed
cultures. Culture in this healthcare setting has taken over recruitment because the human
resources cannot identify and asses the diverse needs of candidates when undertaking
recruitment. Challenges faced with recruiting include low recruitment costs, lack of effective
communication, poor talent management and inability to sustain and engaged workforce (Golden
HEALTH CARE PROFESSIONALS
3
et al, 2008). The recruitment costs don’t allow human resources to attract and motivate
individuals who are most qualified. Qualified nurse are increasing, and there is the need for
effective communication among the professionals, and this is a challenge. Managing talents and
a sustained workforce should identify cultural values and diversity so that trust and collaboration
are built but there is lack.
Opportunities that the organization can use to handle recruiting and retention challenges
include diversifying demographic differences, mentorship, offering attractive incentives,
promoting an inclusive organizational culture, and motivating employees and recruits. The
human resource sector can use the opportunities to reduce challenges and enable a system that is
organized and productive. The staffing patterns should also be made attractive so that more
nurses are recruited and retained at the same time. The staffing patterns should include increased
access to care, promoted high-quality care, an increase in patient satisfaction, lowering operation
costs, and increasing revenues (Kaplan & Porter, 2011). Proper communication should also be
applied at all levels of operation so that the professionals can interact efficiently and share ideas
that would attract them to the organization and retain their skills.
Training
The audience of the training program, in this case, is the human resource managers
because they are involved in recruiting and offering incentives that can retain. Topics that will be
addressed in the teaching include how to establish better clinical conditions, enabling effective
communication among medical workforces, how to enhance demographic differences by
allowing cultural sensitivity, enabling mentoring, and developing an inclusive organizational
culture. The learning outcomes determine what the audience should know at the end of the study.
HEALTH CARE PROFESSIONALS
4
Some of the expected outcomes include understanding the requirements of attracting best
employees and how to further maintain them and also knowing that communication is a tool to
attract and retain professionals. Another outcome should be how to identify the best employees
and those that will thrive in the organization with professional attitudes irrespective of changing
environments. The training would then use its challenges to establishing opportunities, and the
training would benefit the organization by ensuring proper recruitment and retaining of best
employees.
HEALTH CARE PROFESSIONALS
5
References
Golden, B. L., Raghavan, S., & Wasil, E. A. (Eds.). (2008). The vehicle routing problem: latest
advances and new challenges (Vol. 43). Springer Science & Business Media.
Kaplan, R. S., & Porter, M. E. (2011). How to solve the cost crisis in health care. Harv Bus Rev,
89(9), 46-52.
Weber, E. P., & Khademian, A. M. (2008). Wicked problems, knowledge challenges, and
collaborative capacity builders in network settings. Public administration review, 68(2),
334-349.
Employee Recruitment
Name
Institution Affiliation
INTRODUCTION
 Recruitment of new employees within the healthcare sector
along with the challenge of maintaining professionals stands
out as one of the most daunting tasks for administrators and
other management personnel. In the current world, health care
sector is under reform simply because there is a wide range of
challenges as well as problems that face this industry. The
management and administrators have to be able to outsource
the highly qualified professionals as well as the personnel that
are dedicated to their jobs. The bottom line is that recruiting for
professionals in the healthcare industry is no different than any
other industry and you must be willing to maximize your
efforts is gaining an understanding of your target audience.
RECRUITMENT
 Recruitment and retention of health care professionals is a mixture of
complex and time consuming activities that occur constantly
 Lack of retention efforts could possibly result in the risk of losing
current providers and the services they provide
 Recruitment of employees has become a great challenge simply
because of selection criteria and the level of qualification of the
employees.
 Getting individuals who suit those positions has become a problem and
there is a problem in nurse retention due to the fact that the staff
turnover is very high.
RECRUITMENT
 Health care professionals have currently realized that recruiting
new employees has become a challenge simply because getting
individuals who suit those positions has become a problem and
there is a problem in nurse retention due to the fact that the
staff turnover is very high.
 Recruitment of employees has become a great challenge simply
because of selection criteria and the level of qualification of the
employees.
HEARTLAND HEALTH
SERVICES
 An affiliate of the M.D. Anderson Cancer Center, Houston,
Texas
 Heartland Health also offers multiple physician practices, a
medical center, health plan and a community foundation
 The regional health delivery system employs more than 3,100
people in St. Joseph, contributes salaries and benefits totaling
$216 million
 Heartland Health also offers multiple physician practices, a
medical center, health plan and a community foundation
HEARTLAND HEALTH SERVICES
Departments and Services
 Heartland Urgent Care – The city’s non-emergency illness or injury backup
facility is open past normal business hours and on weekends when you can’t wait to
see your family practitioner
 The Emergency Department is a Level II Trauma Center, providing 24-hour
emergency medical services including ground and air ambulances, trauma care and
urgent care. Highly-skilled clinicians trained in emergency and trauma care assist
physicians in the rapid triage and treatment of all conditions.
 The Heart Center offers the most sophisticated diagnostic and surgical procedures
and cardiac, pulmonary and vascular (CPV) team to help heart patients recover and
resume a healthy lifestyle.
 The Neurosurgery Department features state-of-the-art technology for
neurosurgery, performing procedures such as craniotomy. The team is dedicated to
providing quality care 24 hours a day, seven days a week.
 Northwest Health Services – With 16 locations across Northwest Missouri and
Northeast Kansas, Northwest Health Services delivers quality care through general
practitioners, dental care and behavioral health and serves as a community health
center.
Departments and Services
Managing Operational
Effectiveness
 Director of Human Resources-manages all aspects of HR function
including recruitment, employee relations, policies/procedures, benefits,
compensation/performance management, record keeping, compliance,
training/development and safety.
 Originates and leads initiatives that contribute to positive employee
morale and retention of employees through open communication,
appropriate recognition and sound employment practices.
 The Director provides advice and counsel to Heartland’s leadership
team in employment and success.
 Heartland Health is an integrated health delivery system, which
includes a Heartland Regional Medical Center, Heartland Clinic,
Heartland Foundation and a Community Health Improvement
Solutions.
SHORTAGE OF PRIMARY CARE PHYSICIANS
 Shortage of primary care physicians is one of the greatest challenges in
health care professional. Few individuals want to learn or take health care
programs.
 Economic & Demographic trends signal an implementing physician
shortage
 “Missouri is experiencing the most acute shortage of physicians in rural
areas shown by the fact that 40% of the population resides in rural areas but
only 25% of the states physicians practice there. The access to healthcare in
rural areas is compounded by the fact that the rural population is generally
older, requiring more services and includes a rapidly growing Hispanic
population which rises cultural and language challenges.” (Health
Management Associates, Inc., 2009)
SHORTAGE OF PRIMARY CARE PHYSICIANS
 2015 the country will have 62,900 fewer doctors than needed.
 That number will more than double by 2025
 Even without the health care law, the shortfall of doctors in 2025 would
still exceed 100,000.
 Provisions within the law are expected to increase the number of
primary care doctors by perhaps 3,000 in the coming decade.
Communities around the country need about 45,000.
STAFF TURNOVER
 It has proven to be one of the most costly and seemingly intractable human
resource challenges confronting organizations.
 Recruitment of replacements, including administrative expenses,
advertising, screening and interviewing, and services associated with
selection, such as security checks, processing of references, and, possibly,
psychological testing.
 The cost of replacing 288 employees per year (in a hospital with 200 beds
employing 1200 persons with a turnover rate of 2% per month) was
$2,888,295.52 when all sources of costs were analyzed.
 Health care professional take a lot of time in training and recruiting new
employees due to the high rate of staff turnover.
REASONS FOR STAFF
TURNOVER & PREVENTION
REASONS FOR TURNOVER PREVENTION OF TURNOVER
 Unhappy with the work or compensation
 Unskilled positions- employees can
generally be replaced without the
organization or Business incurring any
loss of performance
 high turnover rates of skilled
professionals can pose as a risk to the
organization due to the human capital
loss in the form of skills, training, and
knowledge
 career opportunities, salary, corporate
culture, management’s recognition, and a
comfortable workplace seem to impact
employees’ decision to stay with their
employer
 Burnout on the job
 Continual training and reinforcement
develops a work force that is competent,
consistent, competitive, effective and
efficient
 motivate employees to focus on
customer success, profitable growth and
the company well-being
 Employers can keep their employees
informed and involved by including
them in future plans, new purchases,
policy changes, as well as introducing
new employees to the employees who
have gone above and beyond in meetings
 Early engagement and engagement along
the way, shows employees they are
valuable through information or
recognition rewards, making them feel
included
Trends in the nursing workforce
The nursing workforce is expected to grow quickly
over the next several years, responding to increased
demand from the aging Baby Boomer population
and an increase in the number of people with access
to health care.
 the nursing workforce in the United States
has grown larger, more diverse, better
educated, a little older and somewhat better
paid
 The nation has an estimated 3.06 million
licensed registered nurses
 Since June 2010 the health care sector has
added an average of more than 18,00 …
Purchase answer to see full
attachment