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Introduction
This section will delve into the increased turnover rates within the nursing field at Sentara Healthcare. The United States Office of Personnel Management (2018) highlights the substantial financial impact of nursing turnover on hospitals. By examining turnover rates through human resource and performance metrics, insights into nursing staff ratios at state and national levels will be gained. Aligning with Sentara’s strategic direction aimed at enhancing the quality of life for patients, clinicians, and communities, addressing high nursing turnover rates becomes crucial for achieving organizational objectives and fostering a culture of excellence in care.
MHA FPX 5020 Assessment 2 Project Proposal – Turnover within Nursing
Background
The United States Office of Personnel Management (2018) emphasizes the role of the federal government in promoting success and safety for all Americans, including addressing workforce issues. Analyzing employee burnout, as advised by Wilson (2019), is crucial, especially in the nursing profession. Sentara Healthcare needs to assess environmental factors contributing to turnover rates to optimize performance and influence nurse turnover rates positively (Moore, 2017).
|
Business Operations |
Finance |
Customer Service |
Organizational Learning and Growth |
|---|---|---|---|
| Streamline care and delivery by ensuring patients are cared for in a timely manner. | Increase annual revenue by 35%. | Increase patient satisfaction by 60% within 12 months. | Retain senior staff and create an effective employee retention program. |
| Establish staffing policies maintaining a ratio of one nurse to every 5 patients. | Increase nurse reimbursement rates to 20%. | Improve patient wait times to a maximum of 20 minutes. | Decrease turnover rates by 5%. |
Qualitative and quantitative data from research articles will be gathered to gain insights into turnover issues at Sentara Healthcare. Statistical data will be presented through bar graphs and visual aids to facilitate understanding.
Visual Data Displays
Refer to the provided bar graph for visual representation of hospital and nursing turnover rates.
Leadership Component
As the project leader, I will oversee the implementation of a program aimed at reducing nursing turnover rates. Utilizing critical thinking and implementation strategies, I will conduct research to develop a comprehensive plan addressing turnover issues and fostering a culture of dedication and excellence among nursing staff.
Project Timeline
Refer to the outlined project timeline for key milestones and activities.
Project Information
Contact details for project personnel are provided for reference.
References
United States Office of Personnel Management (USOPM). (2018). 2018 Federal Workforce Priorities Report (FWPR). Retrieved from https://www.opm.gov/policy-dataoversight/human-capital-management/federal-workforce-priorities-report/2018-federalworkforce-priorities-report.pd
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support@nursingstudyhub.com