Trasks associated with staffing typically represent a concern in the nursing setting for a number of reasons. In addition to low retention and high turnover rates within the nursing industry, HR-related issues require a broad arrange of resources, which means detracting from other areas and, thus, jeopardizing the quality of care (Amagai et al., 2022). However, by introducing a cost-efficient approach based on improved reporting and an effective feedback system, one will be able to address the observed concerns and enhance the efficacy of staffing.
The new matrix that will allow managing the staffing process and coordinate the relevant processes will be rooted primarily in the philosophy of communication and, therefore, will be geared toward maintaining a consist dialogue with core stakeholders, namely, nurses and patients. The key cost issues related to the development of the new matrix involve the expenses linked to a profound, all-encompassing assessment of the current situation regarding the nurse-patient ratio, the quality of care, the medical error rate, and the levels of staff retention. In turn, the implementation costs involve spending of financial resources to integrate the matrix into the current framework and educate the staff members to meet the new quality criteria for communication and task management (Amagai et al., 2022). Finally, the monitoring costs will include expenses associated with the purchase of software providing digital reporting tools. Overall, the costs for the matrix are expected to amount to a total of $100,000.
Furthermore, retention and recruitment programs will be designed to reflect changes in the current staffing design and the integration of the matrix into the framework. Specifically, the recruitment program will include opportunities for the development of core skills and competencies, which is expected to draw a greater number of prospective recruits. Additionally, the benefit package to be offered to the specified demographic will include a broader range of opportunities, such as active learning and participation in interdisciplinary evidence-based collaboration (Amagai et al., 2022). The specified options will encourage people to apply for the positions of nursing experts in the target facility. Most importantly, the retention program must incorporate the focus on building a friendly environment in which all staff members will feel welcome. The specified changes will involve direct costs associated with the design of learning programs, hiring of the experts, and provision of the relevant opportunities for employees to obtain a certificate confirming their professional progress. Overall, the specified part of the new matrix is believed to be around $50,000.
Integrating the outlined change into the target using setting without shaping the current philosophy to reflect new values and ethical standards would be impossible. Therefore, nursing leadership philosophies such as the focus on emotional intelligence, the promotion of integrity, and the enhancement of critical thinking and self-directed learning will be vital in establishing an improved model for supporting nursing experts and recruiting new ones. Specifically, the philosophy of innovation and continuous learning must be combined with the current framework (Amagai et al., 2022). Additionally, the principles of the transformative leadership model will have to be integrated to ensure that the transition to the new approach toward staffing occurs seamlessly. Finally, the principles of patient-oriented care and a stakeholder-oriented approach to decision-making will be incorporated into the nursing leadership philosophy. Thus, the needs of core stakeholders will be satisfied.
For licensed experts, the employment approach will involve selecting applicants with the help of multiple rounds of interviews and similar approaches ensuring that the experts in question have the necessary skill range. Additionally, the sue of contract staffing should be considered as the essential part of the general framework since it will allow defining clear standards and requirements with which both the employee and the employer must align. In tur, when recruiting the unlicensed personnel, a healthcare organization should focus extensively on checking the employees’ skill level and making sure that they are capable of meeting the company’s quality standards (Amagai et al., 2022). However, both approaches share a range of characteristics, such as the effort to make the job requirements as clear as possible and the emphasis on background checks. The latter are particularly important since they allow preventing misunderstandings and poor hiring decisions from occurring.
In order to implement the plan in question, one will need to take several crucial steps. First and most importantly, ensuring that the proper philosophy, leadership strategy, and management app
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