Nurses Safety
Published Sep 23, 2000
Ron_Hamilton_RN
1 Post
I am part of a grassroots,alternative professional nurses group(The Concerned Nurses Coalition).We have had some success at changing policy on a local level.Right now we are working with the Health Council to advise tristate hospitals on what REAL measures they can take to recruit AND RETAIN nurses.I truly believe this could be the start of something big but we need info.If anyone has time, could they post,(or Email us at [email protected] )their personal feelings on the subject.What do you love about nursing?What do you hate?Why might you leave nursing?Stuff like that...Thanks
Mijourney
1,301 Posts
Hi Ron,
Some of the why's on nurse recruitment and retention should be obvious after reviewing this bb. Some of mine include:
1. inadequate pay for the risks and increasing responsibilities in nursing practice
2. fear of patient harm, legal repercussions with loss of job
3. lack of or inadequate professionalism, care, and concern demonstrated in nursing practice
4. Better opportunities, pay, and less negative stress in other lines of work (this goes with #1); it just needs repeating
5. Over-emphasis on production and profits as opposed to quality; outcome over process instead of process and outcome
6. Unreasonable demands placed on nurses in light of the increasing pace of work coupled with high tech.
Best wishes on your group's journey in nurse activism.
Overland1, RN
465 Posts
Ron,
Many hospitals need to learn how to recruit and hire people. It seems that when "Personnel" departs became "Human Resources" departments, they forgot their purpose (to recruit, hire, and retain PERSONNEL).
I just went through a job search and found one at a nearby hospital. One hospital to which I applied sat on the application for more than a week. Another place still has not called any of the applicants back following our interviews (standard procedure there, I am told). The third place took my application, interviewed me within two days, arranged for the interview with two Dept. Managers almost immediately, and made me an offer a day later. Place #3 got the full-time nurse (me) and was most professional in so doing. It was like they were running a successful business ! I will be doing some per-diem at the first place; I finally heard from them today.
By the way, the first place usually places ads in the area's newspapers, then tells people they are not hiring. They also have told prospective applicants to hand their apps in "at the switchboard desk out front." This, of course, does wonders for general confidentiality .
Many HR departments really need to change their names back to"Personnel". Next, they need to put a sign reading "Personnel" on the door through which they enter their department at the start of their shift. This may jog their (collective) memory and give them a clue about what they are supposed to be doing.
Some of this may sound radical, but I worked in business in one of my previous lives. In the company that employed me prior to my Nursing career, serving the customer and working with each other were top priorities.
Jerry
oramar
5,758 Posts
Originally posted by Ron_Hamilton_RN:I am part of a grassroots,alternative professional nurses group(The Concerned Nurses Coalition).We have had some success at changing policy on a local level.Right now we are working with the Health Council to advise tristate hospitals on what REAL measures they can take to recruit AND RETAIN nurses.I truly believe this could be the start of something big but we need info.If anyone has time, could they post,(or Email us at [email protected] )their personal feelings on the subject.What do you love about nursing?What do you hate?Why might you leave nursing?Stuff like that...Thanks
[This message has been edited by oramar (edited October 27, 2000).]