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Hospital_Application_Wk_5.docx Hospital Application â€“ Professional Development Grand

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Hospital_Application_Wk_5.docx Hospital Application â€“ Professional Development Grand Canyon University HCA-465 The executives and administration determined that much was needed to get done in regard to the high ...

Hospital_Application_Wk_5.docx Hospital Application â€“ Professional Development Grand Canyon University HCA-465 The executives and administration determined that much was needed to get done in regard to the high turnover rate and decided that the best way to go about it was to improve training and the developmental programs. Part of what the administration must do is set up licensure and certifications in order to retain nurses and overall determine if the change is possible. Some details to consider too is allowing affordability for the opportunity and if so, is there any chance in which compensation for earning a new certification could increase and at what cost. Administration should focus on conducting surveys to determine what nurses desire more training in certain areas as well as skills. With that they could also incorporate cross training for that could be very beneficial in all the departments. It will allow nurses to acquire new skills in areas that they are not too familiar with but willing to learn. According to Liebler & McConnell, (2017) â€œCross training should focus on jobs that are both comparable in pay as well as in skill.â€ With the certifications, facilities should only allow for education on certificates that they require for their place of employment. Furthermore, there should be some research to show the correlation that occurs between retention and new skills. Within this search they should review other facilities such as clinics or hospitals that are within the sam. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. . . . . .. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. . .. .. . . . . . . . . . . . . . . . . . .. . . . .

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