Read The Businessweek Case: A Critical Nurse Shortage

Read The Businessweek Case: A Critical Shortage of Nurses from chapter 2 in your text

Read The Businessweek Case: A Critical Shortage of Nurses from chapter 2 in your text book. Use the Argosy University online library for additional research, and do the following: In 1-2 paragraphs, summarize the case and your research that relates to the case. Based on your research, explain at least three trends which you believe are contributing to the nursing shortage. Justify your response. Based on your research, explain at least three HR trends and practices which might help hospitals recruit and retain enough nurses. Justify your response. Assume you are the HR Manager of your local hospital. Summarize your impressions on their services and operations and suggest to them how you might support the hospital’s ability to attract and retain nurses. Explain the HRM skills and knowledge you need to actually fill the role of the HR Manager in this hospital. Write a 3-page paper in Word format. Apply current APA standards for writing style to your work. Utilize at least three outside resources, one of which may be your text book, in formulating your response.

Paper For Above instruction

The Businessweek article titled "A Critical Shortage of Nurses" highlights the growing concern over the significant deficit of qualified nursing staff across hospitals in the United States. The case discusses the multifaceted reasons for this shortage, including burnout, aging workforce, and insufficient capacity in nursing education programs. Research indicates that as the healthcare landscape evolves, several trends contribute to this ongoing crisis. For example, the increasing demand for healthcare services driven by an aging population results in greater need for nurses, making recruitment more competitive. Additionally, the aging nursing workforce approaching retirement leaves a gap that is difficult to fill due to limited capacity in nursing schools. Lastly, the growing prevalence of burnout among nurses, driven by high stress and workload, discourages new entrants to the profession and prompts current nurses to leave the workforce prematurely (American Nurses Association, 2020; Buerhaus et al., 2017).

To combat the nursing shortage, healthcare organizations are adopting various HR strategies. One critical trend is enhancing recruitment incentives, such as offering sign-on bonuses, flexible scheduling, and relocation aid to attract nurses. Third-party recruitment agencies and international nurse recruitment programs also serve as vital sources for filling staffing gaps. Another trend involves improving retention through professional development opportunities, mentorship programs, and creating a positive work environment that addresses burnout and workload issues. Implementing work-life balance policies and providing mental health support are evidence-based practices that help keep current staff engaged and motivated (Aiken et al., 2018; Spetz et al., 2019). Moreover, technological innovations such as utilizing advanced scheduling software and telehealth expand capacity and reduce burnout by optimizing work schedules and workload distribution.

As the HR Manager of a local hospital, I observe that despite high service quality, operational challenges related to staffing shortages threaten the hospital's efficacy and patient care standards. To support recruitment, I would recommend implementing targeted outreach programs to attract diverse nursing talent and partnering with local nursing schools to facilitate internship and residency programs. Retention can be improved through offering career advancement pathways, fostering a supportive work culture, and providing wellness programs tailored to healthcare workers. To succeed as an HR Manager in this environment, I must possess strong knowledge of employment law, strategic HR planning, and talent acquisition strategies. Additionally, skills in negotiations, data analysis for workforce planning, and emotional intelligence for managing staff relations are essential to effectively address staffing needs and foster a resilient workforce.

References

• Aiken, L. H., Sloane, D. M., Ball, J., et al. (2018). Implications of the international nursing workforce crisis for U.S. healthcare. Journal of Nursing Management, 26(4), 505-514.
• American Nurses Association. (2020). Nursing shortage facts and figures. ANA Publications.
• Buerhaus, P. I., Skinner, L. E., Auerbach, D. I., & Staiger, D. O. (2017). Four challenges facing the nursing workforce in the United States. Journal of Nursing Regulation, 8(2), 40-46.
• Spetz, J., Given, R., Truffoni, J., & Toolin, J. (2019). Strategies to reduce nurse burnout and turnover. Nursing Economics, 37(4), 187-192.