HA530 Unit 3 Assignment

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Running head: Unit 3 Assignment 1 Unit 3 Assignment Karen Morehead Purdue Global University HA530 Human Resources for Healthcare Manager Professor: Dr.Andre Lee November 3, 2022

Unit 3 Assignment 2 Introduction Within any organization, one of the main goals of its leaders is to ensure that the employees of that company feel comfortable and content enough in their position to desire to remain employed by that organization, as well as to entice prospective employees to wish to become employed. These desires relate to the concepts of recruitment and retention, as well as the potential detrimental outcome of employee turnover if such goals by the organization are not achieved. Such a topic is often an area of focus for major healthcare organizations like UPMC or HCA Healthcare, as these prominent organizations often experience issues related to the recruitment, retention, and turnover of healthcare professionals like nurses. By examining these organizations in detail, it becomes possible to evaluate the effectiveness of the recruitment, retention, and turnover avoidance strategies that they have employed in relation to nursing staff. UPMC and HCA Healthcare Recruitment and Retention Responsibilities One aspect of recruitment and retention that can be examined is which groups or individuals within the chosen organizations are directly accountable for such efforts. Within these major healthcare organizations, nursing recruitment is often the responsibility of Human Resources departments. UPMC, for instance, utilizes a career website established by its HR department in order to advertise nursing positions, as well as to publish websites, blog posts, and articles regarding the benefits that can be gained (both professional and financial) for becoming employed by UPMC (“Nursing Careers”, 2022). The same is true of HCA Healthcare (“Our Nursing Strategic Plan”, 2022). In addition, both organizations attempt to retain the nurses that are recruited through methods like ensuring that each new employee has a network of nursing and administrative support, through investment of career, family, and life development programs

Unit 3 Assignment 3 for employed nurses, through developing nursing technologies that increase the ease of work responsibilities, and through offering clinical simulation programs to help train nurses in areas of discomfort (“Our Nursing Strategic Plan”, 2022; “UPMC Nursing Priorities”, 2022). Nursing Needs of the Organization Despite the efforts of these organizations, there are still nursing shortages within each company. UPMC, for instance, stated that it has experienced a shortage of around 9,000 nurses across its hospitals compared to its needs (“UPMC Issues Statement on Nursing Shortage”, 2022). Similarly, HCA Healthcare expressed its shortage of around 10,000 nurses in 2022 compared to its 2019 nursing numbers ( Fact Sheet , 2022, p. 1). Historical Ability to Meet those Needs These current shortages can also be compared to the shortages, retention rates, and turnover rates for the relatively recent past, as well. At UPMC, for instance, nursing turnover rates fell from 2017 to 2019, reducing from 10.84% to 9.48% ( Nursing Outcomes Report , 2020, p. 14). Beginning in 2020, however, rates began to rise; turnover rose to 9.76% in 2020, and has continued to increase throughout the COVID-19 pandemic ( Nursing Outcomes Report , 2020, p. 14). HCA Healthcare reports similar data; rates shrank overall among nursing staff from 16.8% in 2017 to 15.9% in 2019, but rose from 2019 to 2021 to 27.1% ( NSI National Health Care Retention Report , 2022, p. 1). While the healthcare organizations have implemented recruitment and retention efforts to attempt to reduce turnover rates, these efforts have appeared generally unsuccessful in the past five years. The reduction of turnover rates prior to the COVID-19 pandemic, however, suggest that the efforts were initially at least somewhat successful. Causes of Recruitment and Turnover Challenges

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