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Nursing Strategic Planning

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3.0 The strategic planning for staff retention Strategic planning for retention of nursing staff using SWOT analysis. Strengths and weaknesses are often internal to organization, while opportunities and threats generally relate to external factors. For this reason, SWOT is sometimes called Internal-External Analysis and the SWOT Matrix is sometimes called an IE Matrix. 3.1 Strength The strength of the organization for retention of nursing staff. To develop a retention strategy is to identifying the factors that motivate nurses to stay. Among these are a positive working environment, high standards for quality care, respect for each employee and opportunities for professional growth. Place hires new staff on other units during orientation so …show more content…

Potential factors include lack of adequate staffing ratios in hospitals and other health care facilities, lack of placement programs for newly trained nurses, and inadequate worker retention incentives.High nurse turnover and vacancies rate negatively affect health care access, patient care qualities and nurse job satisfaction. Nursing shortage can be described as lack of sufficient skilled nursing staff as well as lack of sufficient educated staff that are able to care for patients. Two problems, floating and scheduling issue, are frequent causes for dissatisfaction among nurses, but solution can be found to reduce those …show more content…

However, there are some personal problems a nurse may be having that a hospital can help to reduce. One common reason nurses leave a hospital is compassion fatigue, when nurses take care of many high-risk patients, "over time they will get burned out and can 't really connect with patients. Another issue is when nurses feel they have hit a "glass ceiling." "Nurses become comfortable with their clinical skills and look for an expanded role. If there are no expanded roles, they will oftentimes move to new settings."To avoid this problem. Some personal reasons nurses have for leaving a position are unavoidable, but there are some things hospitals can do to make sure their nurses are content. For instance, hospitals can try to prevent compassion fatigue by making sure nurses are not working with high-risk, extremely sick patients on every shift, every day. Steering clear of these three main drivers of nurse turnover will help hospitals keep nurses long-term, ultimately saving money and keeping quality and patient satisfaction

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