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Chamberlain College of Nursing NR 446 Exm 3 Review

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Exam 3 Review Unit 5 1. Staffing Functions A. Assessment of staffing needs  Factor affecting staffing needs o Source of nursing pools o Number of students enrolled in local nursing school o ... Usual length of employment of newly hired staff o Peek staff resignation periods o Times when patient census is highest o Patient care delivery system in place o Knowledge level/education level of needed staff o Budget constraints o Historical staffing needs and availability o Diversity of the patient population to be served B. Recruitment – the process of actively seeking out or attracting applicants for existing positions and should be an ongoing process  The nurse-recruiter – interviewing and selecting personnel depending on o The size of the institution o The existence of a separate personnel department o The presence of a nurse-recruiter within the organization o The use of centralized or decentralized nursing management  Recruitment and retention (managers need to acknowledge the correlation between recruitment and retention) o The best way to maintain an adequate employee pool is by word of mouth o Recruitment is not the key to adequate staffing in the long term o Retention is and it only occurs when the organization is able to create a work environment that makes staff want to stay o Turnover provides the organization with new ideas, and reduces the probability of groupthink o Excessive turnover is expensive, and inhibits the organization’s ability to produce and end product (advertising, interviewing, training cost, temporary replacement)  Recruitment methods o Advertisements (word of mouth) o Career days o Literature o Informal use of members of the organization as examples of satisfied employee  Factors affecting recruitment o Financial resources o Adequate nursing pool o Competitive salaries o The organization’s reputation o The location’s desirability o The status of the national and local economy C. Interviewing –  Seeking if enough information in order to determine if the applicant’s suitable for the position  Conducts the interview with manner regardless of outcome, applicant continues to respect the organization  Applicant obtains adequate information to make decision to accept job i. Interview limitations  Structured interview is a better predictor of job performance  Unstructured interview continues to be the most common selection tool in use today  The major defect of hiring  Mixed reliability and validity: o Intra-rater reliability high [Show More]

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