Summary Health Care Coursework Example

Employee Retention in Healthcare
Name
Institutional Affiliation
Date
Introduction
Recruiting new employees in the healthcare sector is as important as recruitment in any other career field. However, in the healthcare sector, it has been challenging to maintain the professionals and it is a stressing tasking for the human resource managers and administrators in the healthcare sector. The administrators in any hospital healthcare setting are expected to outsource and recruit qualified professionals who are dedicated to their work. Th organization I will be referring to is MedStar St. Mary’s Hospital Clinic which is an equal opportunity employer. The recruiting process should not be considered different from the recruitment in other industries.
The scope of the Senior Project
Employee retention is very crucial in any organization. If a company cannot retain employees, the company would spend a lot of money in training new employees every time. Replacing employees does not only bring along financial strain but reduces the employee’s productivity. Such a costly affair can be avoided by focusing on employee retention or it will have a reprimanding effect on the entire organization (Juneja, 2018). Most of the healthcare organizations tend to have moderate difficulties in retaining their employees. Most of the healthcare organizations have high levels of stress conditions which explains why some of the workers may want to leave. Taking a look at the past would be a good way to avoid losing some of the most valuable employees in the future.

When employees leave an organization, it would be important for them to give an exit interview which would assist the administrators in knowing the reason the employee wants to leave. This would be a great way of helping the organization in working on their retention strategy.
There are several steps that the healthcare human resource managers can take for them to retain the staff members. However, for them to do so effectively, they need to understand why turnovers are harmful to the hospitals. The health care administrators in hospitals work hard to keep the hospital systems, private practices, clinics, and other facilities running in a smooth manner. The healthcare administrators are responsible for paying the doctors, office staff, nurses, janitors, and every other person working in that facility (University of Texas, 2018). It may look like an easy thing trying to assess each employees cost, bit factoring every employee’s annual salary is just far from accurate in determining how much it would cost to replace an employee. The human resource managers are accountable for the cost that is associated with hiring employees and training them. Additional costs emerge with transferring their information, remitting any outstanding earnings and updating the system once they leave the organization.
Discussion
Patients who frequent the medical facilities more than once every year may be loyal to their healthcare providers and doctors. The patients know the nursing staff, and they tend to have favorite office administrators. If patients who come to hospitals for routine procedures realize that their favourite nurse already left, it created a negative experience for them. When more staff leave the hospital, it reduces the patient’s perception of care, and they do not feel the need to continue being regular in that hospital. Such patients prefer moving to a hospital that has a more consistent staff.
The human resource management is responsible for ensuring that all stuff in the hospital sticks around for the longest time possible. Many things can be done to ensure the morale of the hospital employees remains high. The employees would like opportunities that help them grow professionally and also advance in their career (Warren, 2018). Therefore, the human resource department should implement advancement systems that provide for the goals of employees can work towards. If employees are overworked, they are likely to feel less valued and not appreciated. Healthcare organizations should ensure that they have enough employees so that all assigned tasks can be completed in the given time. It is important to note that turnover can be of great benefit to the organization if the management is able to bring in new employees. However, if the turnover is not well managed, it could lead to losing the company’s knowledge base, competitive advantage, and profits. Excessive turnover is a sign of basic problems within the organization. Employees stay longer in any organization if they are cared for and if they feel their work promotes their growth and that of the company (Kursmark, 2018).
Conclusion
A poor employee retention strategy results in a lot of costs in recruiting and hiring new staff (Juneja, 2018). New employees may find it hard to settle as soon as possible especially is the work environment is too demanding. Changing jobs too frequently may make it hard for employees to advance their careers effectively. Most of the individuals who leave an organization tend to join its competitors. Such hospitals end up losing their most experienced employees. As a matter of fact, the hospital’s general performance and productivity may end up being affected negatively since the organization loses its most experienced members. In the MedStar St. Mary’s Hospital Clinic provides its nurses with opportunities for leadership and advancement. The Clinical Ladder in the hospital encourages nurses to work harder to reach to their full potential (Medstar St. Mary’s hospital, 2018). Patients may also leave a hospital if their favorite nurse leaves and they are not well acquitted with them.
References
Juneja, P. (2018). After Effects of a poor Employee Retention. Retrieved from https://www.managementstudyguide.com/effects-of-poor-employee-retention.htmMedStar St. Mary’s hospital. (2018). Clinical Ladder Purpose. Retrieved from https://www.medstarstmarys.org/for-healthcare-professionals/nursing/clinical-ladder/Warren, B. (2018). Seven Steps to employee Retention in Healthcare. Retrieved from http://www.selectinternational.com/healthcare-hiring-blog/seven-steps-to-improving-employee-retention-in-healthcareThe University of Texas. (2018). Importance of Employee Retention in Healthcare. retrieved from https://getonline.utrgv.edu/articles/business/importance-of-employee-retention-in-healthcare.aspxKursmark, L. (2018). Strategies for Healthcare Retention. What makes Employees Leave & what Makes Them Stay. Retrieved from http://allhealthcare.monster.com/benefits/articles/2475-strategies-for-healthcare-retention—what-makes-employees-leave-what-makes-them-stay