Recruitment_Paper

Recruitment Paper Name University of Phoenix Human Resource Management HCS427 Recruitment Paper The medical-surgical unit at ABC hospital is experiencing a critical nursing shortage. Often- times hospitals experience shortages because of a variety of reasons, some of these reasons could be individuals find new jobs; move away or the hospital has more patients then nurses to handle the demand. In the United States the nursing schools turned away around 15,000 qualified applicants because of insufficient faculty, clinical sites and, classroom space. The nursing shortage that is already occurring could be worse because the baby boomers are aging and they will need more health care services.(AACN, 2002 ). When times like this happen the hospital must come up with a variety of ways to change their nursing shortage as quickly as possible. When times of nursing shortages due occur trying to recruit new employees does become a challenge to fill these positions. Individuals who have specialty qualifications are sometimes scare to find. Being able to find workers with these specialty skills are hard to find so corporations have to attract new employees. In order for new approaches to attract employees human resources and corporate management need to come up with a plan to will attract prospective employees so they will look at this organization over other organizations. Coming up with a plan no one else offers will be challenging. First these individuals will have to do research to see what other corporations are offering and take a look at the plan they have in place now. Once a comparison is done that can come up with a new plan and offer incentives no other organization has. By offering a new plan that is more effective than the old plan will eliminate another critical shortage in the future. After doing extensive research into what other opportunities are offering in the community and other health care organizations a new plan needs to be implemented quickly. By revising our old plan and introducing the new plan with incentives no other organization has should help us strengthen our hiring strategies so that no other organization will compare to what we offer. Some of the incentives we will be implementing into our plan will be educational assistance, moving allowance, sponsorship of foreign nurses, internship program, and sign on bonus, employee referral bonus, free childcare, uniform allowances, and improving our benefits package. With the shortage of qualified nurses it is sometimes beneficial to look in other areas to bring in qualified nurses who will eliminate some of our problems with nursing shortages. Many hospitals sponsor individuals from other countries and help him or her with the process to come to the United States to begin employment. These nurses we will be sponsoring must be an RN to pass the CGFNS (Commission of Graduate of Foreign Nursing School) or the NCLEX-RN (National Council License Examination) (NIU, 2008). Once the exams are passed the process starts with immigration and relocation into the United States. Once in the United States these individuals are orientated in life in the United States and, then into the employment organization. The first benefit that will be implemented is a moving allowance or moving expenses. This is a benefit that will be used for individuals who do not live in our surrounding area. This will be beneficial for individuals looking to move into the surrounding area from different cities or from other states. This benefit would help them with moving expenses, help them pay security deposits for their place and maybe even their first month’s rent. By offers these candidates this benefits would allow to bring in experience nurses who would qualify for these positions with little or no training. If the individual who are recruited from out of time another benefit that will be offered to dual career couples is helping the souse find appropriate employment within the area. This would provide the husband or wife to receive help locating a job in the same area he or she will be living. Along with the moving allowance will be education if the individual does not fully qualify for the position. The next benefit will be education and marketing, which are two problems that cause nursing shortages. Generating and sustaining awareness of the different medical careers that are available, getting the right education and enabling career advancement is important. Knowing how to acquire financial aid are key factors in obtaining and advancing in the nursing field. One big situation is the lack of awareness for adults seeking a career change or change of a specialty position. Changing career into nursing is a four year degree for RNS. By having the resources in education available should be made economically accessible to those interested in entering or advancing in their nursing career. Making education and financial assistance available is not always flexible, so education in this field is sometimes difficult. Helping to establish appropriate funding to those seeking a career in the medical field is a challenging this organization will help fulfill. By developing and offering a revolving training fund program for nurses to meet the pre requisite requirements to obtain the education needed to become a nurse or specialty nurse is essential. With developing this plan these individuals will be able to work at the hospital under the internship program. Another good benefit that can be used is an internship program. The internship program could allow a new employee or current employee to change positions and go to school and work at the hospital until he or she graduates with his or her nursing license. By offering this incentive one would be working for the organization and still being able to work. By offering an internship program this gives individuals the opportunity to learn the skills they need at this organization, and he or she will get a feel of the organization. By seeing and working daily they have the opportunity to see how this organization is run, the way they treat their employees and what the organization has to offer. By seeing this all firsthand by being in the internship program they have the opportunity to see how the organization is run. One popular incentive is doing sign on bonuses especially during shortages of personal. Making sure the sign on bonus is comparable or better than what other organizations offer. Normally organizations disburse the sign on bonus after completing 90 days and then the remainder of at six months of employment. This is a good way to disburse the money, but when the staff is at the critical point a different disbursement scheduled needs to be used. The new plan is disburse the sign on bonus would be to offer the bonus over a certain period, but at different increments. Depending on the license the individual has will be how much he or she receives. The new plan would give the employee half the sign on bonus in their first check then when the employee reaches their 90 days they receive the second half when the employee reaches his or her year anniversary he or she will receive an extra bonus for continuing employment. This is an extra bonus for ongoing devotion to the organization. By showing appreciation to the employee who work for the organization we will be offering those employees what is considered to be a finder’s fee. Our organization has seen evidence that when a sound employee referral program increases in usefulness when the job market tightens and there are not many good individuals available. If the employee he or she refers to the organization is hired than the employee will receive a referred bonus. The referral bonus will be disbursed to the employee once the new hire completes his or her first 90 days. When the employee reaches his or her six months of employment the final disbursement will be paid. With the high cost of advertisement every time employees are needed cost more than paying these sign on bonuses and employee referral bonuses. By giving the bonuses to the prospective employee and the current employee this shows him or her that he or she work for a good organization that cares and appreciates the employees. Some incentives that will be implemented that no other organization offers is free childcare services on site or a childcare reimbursement plan. Depending on which service the employee will use is what amount will be reimbursed. For individuals using on the onsite childcare care services will be paid in full because the organization will be setting the service up. If the individual decides to use his or her own childcare service he or she will be reimbursed on a monthly basis for a certain amount per week. With using an offsite childcare service some of the prices may be different so the organization will have a set amount he or she will be reimbursing to the individuals who use the service. On stipulation on using the offsite childcare is the individual will need to bring in a copy of the daycare license and tax id number. This service will be available for children from newborn age up to age 13. Another incentive will be introducing is a uniform and shoe allowance. With working in nursing uniforms are required with comfortable foot wear. Because the employee wears these uniforms which are mandatory to wear in the hospital we believe helping the employees with an allowance is a huge incentive. Once someone becomes an employee during orientation one will receive their first uniform and shoe allowance so he or she have the uniforms to start working his or her first shift. After the first allowance one will receive a uniform allowance every six months while working at the hospital. The last incentive that will be implemented is improving the benefits pertaining to PTO (paid time off) and the health insurance plan. Normally individuals do not start accruing paid time off or health insurance benefits until they have completed 90 days of employment. Now with our new plan individuals will start accruing paid time off from their first day of employment and their health insurance will be available the first day of the month following their start date. In this plan individuals will also be able to start a 401K plan after 90 days instead of waiting a year before they can join the saving plan for the future. In conclusion, our organization has researched the problems causing the nursing shortage and taken action to change out shortage problem. We have come up with a plan that will offer new incentives and improve some of the incentives we have offered in the past. Some of the new incentives include a foreign nursing program and moving expenses for those whole live outside our area. Another incentive we have implemented into our plan is free childcare care and a uniform allowance. The other incentives we have improved is a sign on bonus and referral bonus. We have restructured our paid time off, 401K program, and insurance options. By offering all these incentives that other organizations do not offer we should be able to eliminate out nursing shortage at ABC hospital. References: American Association of Colleges of Nursing (2002). Nursing Faculty Shortage Fact Sheet. Retrieved: March 14, 2009 from http://www.aacn.nche.edu/Media/Backgrounders/facultyshortage.htm McConnell, C. R. (2007). The Health Care Managers Human Resources Handbook, 1e. Retrieved from University of Phoenix eBook Collection database. Nurse Immigration USA. Reliable, Cost Effective and Customized Nurse Recruitment Retrieved March 12, 1009 www.nurseimmigrationusa.com/Nurses/