XYZ General Hospital Case Analysis
Analysis of Current State
Currently, XYZ General Hospital experiences a large turnover of nurses. In addition to GNs turnover, the experienced nurses are also leaving the bedside for advanced practice roles. Therefore, there is an increased pressure for GNs to take care the complex patients before they are well trained for the assignments. So the goal is to implement NRP to recruit and retain GNs by providing an intensive and structured training. Moreover, the vision of the hospital is to improve the patient experience through the delivery of high standards of care ("About us," 2015). The stakeholders of XYZ General Hospital are Board of Directors, unit managers, clinical specialists, donors of the hospital foundations, staff, and patients.
In the view of improved nurse retention and decreased turnover cost, the stakeholders will support the implementation of the NRP. Furthermore, improved professional competency will increase the quality of care and, which in turn will reflect in patients’ satisfaction survey.
Articulate Future State
According to the University Health System Consortium (UHC) and the American Association of College of Nursing (AACN), the NRP decreased the GNs turnover to 5.6% in first year compared to the national average of 27.1% (University Healthcare Consortium [UHC], 2015). The specific goal for implementation of NRP is to recruit and retain GNs in XYZ General Hospital. A twelve months of structured program, in collaboration with UHC and AACN will be proposed for review and approval. The projected time frame to implement the NRP is three months.
Strategies and Objectives
Implementation of recommendation. A collaborative discussion with management is required to determine the suitability of the UHC/AACN residency program. A careful examination of expense and benefit of the program will be evaluated and compared with other residency programs. The interview, hiring process, curriculum of the NRP will also be discussed with the leadership.
Currently, XYZ General Hospital experiences a large turnover of nurses. In addition to GNs turnover, the experienced nurses are also leaving the bedside for advanced practice roles. Therefore, there is an increased pressure for GNs to take care the complex patients before they are well trained for the assignments. So the goal is to implement NRP to recruit and retain GNs by providing an intensive and structured training. Moreover, the vision of the hospital is to improve the patient experience through the delivery of high standards of care ("About us," 2015). The stakeholders of XYZ General Hospital are Board of Directors, unit managers, clinical specialists, donors of the hospital foundations, staff, and patients.
In the view of improved nurse retention and decreased turnover cost, the stakeholders will support the implementation of the NRP. Furthermore, improved professional competency will increase the quality of care and, which in turn will reflect in patients’ satisfaction survey.
Articulate Future State
According to the University Health System Consortium (UHC) and the American Association of College of Nursing (AACN), the NRP decreased the GNs turnover to 5.6% in first year compared to the national average of 27.1% (University Healthcare Consortium [UHC], 2015). The specific goal for implementation of NRP is to recruit and retain GNs in XYZ General Hospital. A twelve months of structured program, in collaboration with UHC and AACN will be proposed for review and approval. The projected time frame to implement the NRP is three months.
Strategies and Objectives
Implementation of recommendation. A collaborative discussion with management is required to determine the suitability of the UHC/AACN residency program. A careful examination of expense and benefit of the program will be evaluated and compared with other residency programs. The interview, hiring process, curriculum of the NRP will also be discussed with the leadership.