Retention of nurses

Problem1

Purpose3

Hypothesis4

Data collection4

Checking for applicability and validity7

References9

Retention of nurses

Problem

Keeping and recruiting the right staff are main challenges and goals for policy-makers of health. In fact, the quality and performance of health system eventually and almost completely depend on motivation and quality of HHR i.e. health human resources (Zurn et al., 2005). HHR is essential and is considered to be the central component in any health system for giving out or for providing care to the patients. Hence, retention and recruitment problems must be properly directed as unmotivated health workforce or staff shortages (Zurn et al., 2005). These factors create adverse and unfavorable effects on the distribution of health services and result of care.

Health workforce shortages signify a main challenge for policy-makers health. According to the perspective of economy, shortages take place at the time when the capacity of given skills provided by the workers and the demanded capacity by employees deviate at the present market conditions. There can be a shortage of labor according to the non-economic perspective (Zurn et al., 2005).

Insufficient retention and recruitment policies related to health workers are also the reason for shortages. Amount of shortages can be assessed by using various indicators regarding retention and recruitment issues. These issues include vacancy rates, retention rates, turnover and absenteeism (Zurn et al., 2005).

Following figure shows the amount of nurses according to the age groups. Steady reduction can be clearly seen of those retained workers who are aging 50 years or above (Health Workforce New Zealand, 2012).

(Health Workforce New Zealand, 2012)

This figure shows that nurses of age 50-55 years leave the profession of nursing. There is a risk that considerable number of nurses will retire in New Zealand in the upcoming years and the time will come when the demand from an aging population for healthcare will increase (Health Workforce New Zealand, 2012).

In the year 1998, the mean age of the nurses of New Zealand was around 42.6 years whereas in the year 2002 the mean age of the nurses was 44.8 years and in the year 2010 the mean age of nurses was 46.7 years. There is a need for retention and recruitment strategies in order to make sure that the nurses continue to stay and enter in the workforce (Health Workforce New Zealand, 2012).

(Health Workforce New Zealand, 2012)

Expectancy of life of the common people as well as of nurses is increasing. In case, when the life expectancy of nurses is 75-80 years but nurses retire in the age of 50-55 years then they can possibly had many more creative and dynamic years in contributing to the profession of health care. There can be productive impact on workers numbers by retaining the nurses of 50-65 years old (Health Workforce New Zealand, 2012).

Purpose

The purpose and objective for the research in retention of nurses is to observe the ways that can help in retaining and developing a provoked nursing workforce (Zurn et al., 2005).

Hypothesis

The hypothesis of this research includes the availability and ...