Please help me get started on the following assignments.
Assignment # 1.
Human Resource Managementand the NursingShortage
With an existing national nursing shortage (also expected to climb), successful recruitment and retaining of nurses is very important for healthcare organizations. Explain how each of the HRM functions (planning, recruiting, selecting, training, utilizing, and rewarding) should be used for the purpose of appropriate nursestaffing from the perspective of a nurse manager.
Assignment # 2.
HRM activities involve the acquisition and utilization of human resources: Planning, Recruiting, Selecting, Training and Development, Utilizing and Rewarding.
a. Which one (choose only one) of the above is best implemented in your organization (i.e. military) and why?
b. Which one (choose only one) of the above is lacking? What would your suggestions for improvements be?
Human Resource Management and the Nursing Shortage
Nurses make up the largest group of healthcare providers in the healthcare system. With an existing national nursing shortage (also expected to climb), successful recruitment and retaining of nurses is very important for healthcare organizations. As such, it is critical that the Human Resource Management (HRM) functions including but not limited to: planning, recruiting, selecting, training, utilizing, and rewarding be used for the purpose of appropriate nurse staffing.
From a nurses’ manager’s perspective regarding the important aspects of nursing HR planning, there is little coordination in the application of evidence-based planning to practice. This is greatly attributed to the lack of readily available evidence-based planning tools that support organizations and nursing managers in not just effective planning, but also in recruitment, integration and retention. As a result, front-line nursing managers are still challenged with effective nursing HR planning (Vincent & Beduz, 2010).
It is important to assess and determine nursing HR needs at the nursing unit level through use of structured tools, such as nursing unit staffing projections and forecasting tools ( Vincent & Beduz, 2010). Needs-based HR planning tools can help nursing managers and other decision-makers determine their long and short term needs for man-power and workforce. An effective help is the use of data such as utilization of nurses in full-time equivalents, budgeted positions and workload measurement information, which can be integrated with the forecasting process( Burkoski & Tepper, 2010 ; Vincent & Beduz, 2010).
A variety of strategies should be used by first-line nursing managers so they can meet the goal of having enough staff, with sufficient experience to provide cost-effective quality patient care. Additionally, HCOs must provide structures for internal and external networking for nursing managers. It is important that peer mentoring and access to, and support from, their direct supervisor as the most common mechanisms for attaining competency in nursing HR planning and other leadership and management skills are identified ( Beduz, Vincent, & Pauzé, 2009).
Creating an integrated short- and long-term recruitment plan for a unit or organization is essential. It is important that HR identifies and target groups for recruitment and explores target-specific recruitment strategies such as clinical placements, recruitment campaigns and mentor-ship/preceptor-ship programs that attract nurses to an organization( Beduz, Vincent, & Pauzé, 2009). Nurse staffing for health care organizations should involve the selection, training, motivating and retaining of health care personnel. Nurse staffing is always a perpetual challenge for most health care facilities. It is an arduous process, before the selection of the employees, an analysis of the particular job has to be completed, then the selection process can begin. The evidence of acute nursing shortages is …
The expert examines human resource management and the nursing shortages. The purpose of appropriate nurse staffing from the perspective of a nurse manager.