RUNNING HEAD: Progress Report1 Senior Project Progress Report Melonie Lindsey HCA 459 Vicki Sowle June 2, 2014 Topic: The topic that I selected for my senior project was “challenges of employee recruitment and retention of health care professionals”. I chose this topic because it is a growing problem among the healthcare institutions. The professionals who are capable of delivering best efforts in health care institutions are less in number and the opportunities that they have in this modern world are a lot. The human resources department of health care institutions adapt many modern ways to overcome these challenges. It is very interesting to understand such modern methods of human resources department for employee retention. At the same time, it’s interesting to visualize how the employees react to the actions performed by the human resources department of such healthcare institutions. In case the human resources department is unable to retain their employees irrespective of the hard measures taken by them, the backup plans executed by them in such cases are also worth studying. Organization Specific Rationale: New York Presbyterian is the health care organisation that I have selected for my senior project. This health care organisation is one of the top medical service providers in US. They have won several awards for maintaining good quality in delivering the health care services. The latest award that they have won is the “Energy Star Award” from EPA. This health care organisation offers a wide variety of medical services for their patients. The staff of this organisation is highly capable of delivering the best results. (http://nyp.org/, n.d.) There are several challenges and opportunities that impact the balance between the health care costs for this organisation. Although NYP (New York Presbyterian) is a known name in medical field, it has to enforce several strict measures to control the cost and maintain steady income. The services offered by NYP are high class services so it’s not necessary that all the insurance plans cover it. Therefore only a specific category of patients can afford to have a treatment from this hospital. The running cost of the medical equipment installed in this hospital is also very high therefore the government aides are often necessary for this hospital. The salaries of the staff (including doctors) is also a major expense for the organisation. NYP does not compromise with the quality of the health care services. Although the cost is directly proportional to the quality, the organisation manages its cost in such a way that the reputation of the hospital is never at stake. The multiple awards that are received by NYP is a result of the consistent reputation of the hospital is never at stake. The multiple awards that are received by NYP is a result of the consistent quality delivery. (http://nyp.org/services/index.html, n.d.) Training: The intended audience for this training can include t.

1. RUNNING HEAD: Progress Report1
Senior Project Progress Report
Melonie Lindsey
HCA 459
Vicki Sowle
June 2, 2014
Topic:
The topic that I selected for my senior project was “challenges
of employee recruitment and retention of health care
professionals”. I chose this topic because it is a growing
problem among the healthcare institutions. The professionals
who are capable of delivering best efforts in health care
institutions are less in number and the opportunities that they
have in this modern world are a lot. The human resources
department of health care institutions adapt many modern ways
to overcome these challenges. It is very interesting to
understand such modern methods of human resources
department for employee retention. At the same time, it’s

2. interesting to visualize how the employees react to the actions
performed by the human resources department of such
healthcare institutions. In case the human resources department
is unable to retain their employees irrespective of the hard
measures taken by them, the backup plans executed by them in
such cases are also worth studying.
Organization Specific Rationale:
New York Presbyterian is the health care organisation that I
have selected for my senior project. This health care
organisation is one of the top medical service providers in US.
They have won several awards for maintaining good quality in
delivering the health care services. The latest award that they
have won is the “Energy Star Award” from EPA. This health
care organisation offers a wide variety of medical services for
their patients. The staff of this organisation is highly capable of
delivering the best results. (http://nyp.org/, n.d.)
There are several challenges and opportunities that impact the
balance between the health care costs for this organisation.
Although NYP (New York Presbyterian) is a known name in
medical field, it has to enforce several strict measures to control
the cost and maintain steady income. The services offered by
NYP are high class services so it’s not necessary that all the
insurance plans cover it. Therefore only a specific category of
patients can afford to have a treatment from this hospital. The
running cost of the medical equipment installed in this hospital
is also very high therefore the government aides are often
necessary for this hospital. The salaries of the staff (including
doctors) is also a major expense for the organisation.
NYP does not compromise with the quality of the health care
services. Although the cost is directly proportional to the
quality, the organisation manages its cost in such a way that the
reputation of the hospital is never at stake. The multiple awards
that are received by NYP is a result of the consistent reputation

3. of the hospital is never at stake. The multiple awards that are
received by NYP is a result of the consistent quality delivery.
(http://nyp.org/services/index.html, n.d.)
Training:
The intended audience for this training can include the
representatives from the health care department of the
government, the reporters from the media, the representatives of
the NGOs and the volunteers from the public. The learning
outcomes for the intended audience are as follows:-
· The representatives from the health care department of the
government can understand how the financial aides provided by
the government are being utilized by NYP
· The reports can spread awareness among the general public
about the emerging medical facilities available in the country
· The representatives of the NGOs can ensure that the facilities
offered by NYP can reach those people who need them the most
This training program will provide sufficient information to the
audience so that they can visualize the challenges under which
NYP has to operate on day to day basic. The way in which
quality of service being maintained by NYP is exceptionally
remarkable therefore the audience must know how NYP
manages to delivery with consistency.

4. References:
EPA honors NYP with Energy Star Award, retrieved on 2nd
June 2014 from http://nyp.org/
Services offered by NYP, retrieved on 2nd June 2014 from
http://nyp.org/services/index.html
Employee and recruitment challenges
Melonie Lindsey
HCA 459
Vicki Sowle
May 19, 2014

5. Recruitment and retention
Recruitment and retention of Registered nurses are a major
challenge
Recruitment of Registered nurses are expensive
Retention of Registered Nurses are also a big challenge
Factors that influence recruitment are things such as the
facility's reputation, salary, union status and autonomy. There
are concerns that overlap the recruitment of the nurses and the
nurses that want to stay or who are considering staying.
A recent study by Jones, CB, The cost of Nurse Turnover, Part
2, Journal of Nursing Administration, 35(1), 41-49, estimated a
total cost of between $62,100 and $67,100 to replace one RN.
Workload also plays a factor when it comes to vacant RN
positions because now each of the other nurses have to pick of
up the slack.
When it comes to retention nurses feel as if they should be a
part of decision making at the unit level, they should have a
decent workload, they should be able to receive education to let
them progress.
RN recruitment and retentin are competitive aspects of the
health care business.
2
Enhance recruitment
Encourage volunteer

6. Develop a relationship with University programs
Raising awareness in your community about your program
Attend local and state professional meetings
Offer volunteer opportunities at your facility, Go to the college
and talk to the students, Join different university job fairs, and
develop different research partnerships
Offer free groups for families and patients for support, look into
promoting community service programs, and hold health fairs.
3
Trends to Consider with nurse shortages
Time over money
Professional versus personal roles
Rising superclass of employees
Integration of home and work
Gen X entrepreneurs
Collaborative management
Time over Money meaning employees value their personal time
then to have money
Professional versus personal roles: people want work and home
to be 50/50 not more then the next
Rising superclass employees: Some individuals want more
personal time but there are some people that are go getters and
want to travel, work long hours and relocate.
Integration of home aand work: Employers are doing what they
can to to provide services for stress management as well as their
personal lives.
Gen X Entrepreneurs: Employees in their younger ages look at

7. the workplace differently which focuses more on independent
work and freelancing.
Collaborative Management: Basically creating a teamwork type
of an environment which in some cases is hard.
4
Time over money
Professional versus personal roles
Rising superclass of employees
Integration of home and work
Gen X entrepreneurs
Collaborative management
Trends to Consider with nurse shortages
Regulatory and policy issues
State and federal law
Regulation by accreditation/certification organizations
Licensure and nursing practice acts
Some of the issues above are barriers and some are factors
cause nurses to leave the profession.
Nurses feel like they spend more time with paperwork then they
do with the actual patient. Process improvement would be a
solution
http://www.nursingworld.org/MainMenuCategories/ThePractice
ofProfessionalNursing/workforce/Workforce-Advocacy

8. http://www.nursingworld.org/MainMenuCategories/ANAMarket
place/ANAPeriodicals/OJIN/TableofContents/Volume62001/No
1Jan01/NursingShortage
Solution
s.aspx
http://www.asha.org/careers/recruitment/healthcare/recruit_ret_
strategies/
6
External Health Care environment
This model shows the futuristic model of care which was
developed at the Massachusetts General Hospital and presented
as a Harvard Business School case study.
The model shows the vision, values and goals converge to
support the delivery of patients.
7
REFRENCES

9. The American Nurses Association, Inc (2014). The Nursing
Shortage: