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Strengthening the Orientation Process Write a paper using the following case study: As a new head nurse, one of your goals is to reduce attrition. You plan to do this by increasing retention, thus reducing costs for orienting new nurses. You believe that a new orientation process will increase retention and provide a more stable staff for your unit. In reviewing exit interviews, you note that new employees seldom develop a loyalty to a unit but instead use the unit to gain experience and move on to another unit. You believe that one difficulty with socializing new employees might be your unit’s orientation program. The hospital allows 2 weeks of orientation time (80 hours) and the new employee is not counted in the nursing care hours. These are referred to as nonproductive hours and are charged to the education department. Your unit has the following 2-week orientation schedule: Assignment Strengthening the Orientation Process (p 2) Week one: Monday, Tuesday 9a.m.–5p.m. Classroom Wednesday, Thursday, Friday 7a.m.–11a.m. Assigned to work with RN on unit Week two: Monday, Tuesday 7a.m.–3:30pm Assigned to an RN on the unit Wednesday, Thursday, Friday 7a.m.–3:30p.m. Assigned to shift they will work with supervision Assignment Strengthening the Orientation Process (p 3) Following this schedule, the new nurse is expected to function at 75% productivity for 2–3 weeks and then perform to full capacity as an RN. The exception to this is the new graduate (RN) orientation. These new nurses spend one extra week on a 7a.m. –3:30 p.m. shift then are assigned to their shift. At this time they are counted as staffing hours. Your nursing administrator has stated that you may alter the orientation program in any way you wish as long as you do not increase the nonproductive time and you ensure that the employee receives the information necessary to meet legal requirements and to function safely. Assignment Strengthening the Orientation Process (p 4) Review the articles below and devise a way to strengthen the new nurse orientation program for your unit. What costs are related to nurse turnover? What are the benefits of nurse retention? Outline your plans and give rationales for your decision. • Where has all the staff gone? Strategies to recruit and retain quality staff. (2007). Progress in Transplantation, 17(2), 89–93. • Christmas, K. (2008). How work environment impacts retention. Nursing Economic$, 26(5), 316–318. • Jones, C., & Gates, M. (2007). The costs and benefits of nurse turnover: a business case for nurse retention. Online Journal Of Issues In Nursing, 12(3). Retrieved fromhttp://www.nursingworld.org/MainMenuCategories/ANAMarketplace/ANAPeriodicals/OJIN/TableofContents/Volume122007/No3Sept07/NurseRetention.html • Lee, T., Tzeng, W., Lin, C., & Yeh, M. (2009). Effects of a preceptorship programme on turnover rate, cost, quality and professional development. Journal Of Clinical Nursing,18(8), 1217–1225. • Your paper needs to include at least 3 references: your textbook, one of the articles above (you may use more than one, but it will not count toward the total of 3), and a third peer-reviewed article you find while conducting your own research on the topic. Assignment Assignment Requirements The finished Assignment should be 3 pages in length, excluding the title page and references. The viewpoint and purpose of this Assignment should be clearly established and sustained

Strengthening the Orientation Process

Write a paper using the following case study:
As a new head nurse, one of your goals is to reduce attrition. You plan to do this by increasing retention, thus reducing costs for orienting new nurses. You believe that a new orientation process will increase retention and provide a more stable staff for your unit. In reviewing exit interviews, you note that new employees seldom develop a loyalty to a unit but instead use the unit to gain experience and move on to another unit. You believe that one difficulty with socializing new employees might be your unit’s orientation program. The hospital allows 2 weeks of orientation time (80 hours) and the new employee is not counted in the nursing care hours. These are referred to as nonproductive hours and are charged to the education department. Your unit has the following 2-week orientation schedule:

Assignment

Strengthening the Orientation Process (p 2)
Week one:
Monday, Tuesday 9a.m.–5p.m. Classroom
Wednesday, Thursday, Friday 7a.m.–11a.m. Assigned to work with RN on unit
Week two:
Monday, Tuesday 7a.m.–3:30pm Assigned to an RN on the unit
Wednesday, Thursday, Friday 7a.m.–3:30p.m. Assigned to shift they will work with supervision

Assignment
Strengthening the Orientation Process (p 3)
Following this schedule, the new nurse is expected to function at 75% productivity for 2–3 weeks and then perform to full capacity as an RN. The exception to this is the new graduate (RN) orientation. These new nurses spend one extra week on a 7a.m. –3:30 p.m. shift then are assigned to their shift. At this time they are counted as staffing hours.
Your nursing administrator has stated that you may alter the orientation program in any way you wish as long as you do not increase the nonproductive time and you ensure that the employee receives the information necessary to meet legal requirements and to function safely.

 

 

Assignment
Strengthening the Orientation Process (p 4)
Review the articles below and devise a way to strengthen the new nurse orientation program for your unit. What costs are related to nurse turnover? What are the benefits of nurse retention? Outline your plans and give rationales for your decision.

• Where has all the staff gone? Strategies to recruit and retain quality staff. (2007). Progress in Transplantation, 17(2), 89–93.
• Christmas, K. (2008). How work environment impacts retention. Nursing Economic$, 26(5), 316–318.
• Jones, C., & Gates, M. (2007). The costs and benefits of nurse turnover: a business case for nurse retention. Online Journal Of Issues In Nursing, 12(3). Retrieved fromhttp://www.nursingworld.org/MainMenuCategories/ANAMarketplace/ANAPeriodicals/OJIN/TableofContents/Volume122007/No3Sept07/NurseRetention.html
• Lee, T., Tzeng, W., Lin, C., & Yeh, M. (2009). Effects of a preceptorship programme on turnover rate, cost, quality and professional development. Journal Of Clinical Nursing,18(8), 1217–1225.

Your paper needs to include at least 3 references: your textbook, one of the articles above (you may use more than one, but it will not count toward the total of 3), and a third peer-reviewed article you find while conducting your own research on the topic.

Assignment
Assignment Requirements
The finished Assignment should be 3 pages in length, excluding the title page and references. The viewpoint and purpose of this Assignment should be clearly established and sustained

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