학술논문
Evaluation of a proactive hiring model to achieve workforce stability in the intensive care unit.
Document Type
Article
Author
Source
Subject
*INTENSIVE care units
*CONFIDENCE
*NURSES' attitudes
*HEALTH facility administration
*LABOR supply
*EMPLOYEE selection
*PRE-tests & post-tests
*HUMAN services programs
*NURSES
*DESCRIPTIVE statistics
*CLINICAL competence
*NEEDS assessment
*WORKING hours
*LONGITUDINAL method
*EDUCATIONAL outcomes
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Language
ISSN
0966-0429
Abstract
Aim: The purpose was to evaluate an innovative Prospective Hiring Equation to determine registered nurse hiring needs. Background: The American Organization for Nursing Leadership identifies human resource management as a competency for nurse managers, yet calculations to determine when and how many registered nurses to hire are not readily available. Methods: We implemented an educational intervention to teach nurse mangers the Prospective Hiring Equation. We evaluated the processes (adoption and confidence) and outcomes (vacancy rates) using a pre‐evaluation/postevaluation design in a single cohort of nurse managers (n = 9). We used a statistical process control chart to depict mean differences in vacancy rate at baseline and 6‐month postimplementation. Results: Participants (n = 9) were on average 43 years' old, female, and had 2.94 (SD = 2.66) years' of nurse manager experience. Following implementation of the intervention, the combined vacancy rates of the intensive care units improved by 11.8% (SD = 7), and use of agency nurses decreased by 42.5% (premedian = 7.2, interquartile ratio = 3.6, 10.8; postmedian = 1.8, interquartile ratio 0.9, 8.55). Conclusions: The Prospective Hiring Equation may be a useful tool to improve nurse managers human resource management competencies. Implications for Nursing Management: The Prospective Hiring Equation may help nurse managers improve accuracy when evaluating hiring needs. [ABSTRACT FROM AUTHOR]