Retainment of Nursing staff at
AKUH
Group Members:
Najia Minhas 20222-31329
Majida Salim 20222-31305
Course Faculty: Dr Dilshad Baig
Outlines
Introduction
Background
Objective
Factors Contributing to Turnover
Proposed Retention Strategy
Implementation Plan
Outcomes
Feedback and Adaptation
Conceptual Framework for Retaining Nursing Staff
Conclusion
Introduction
• Retaining nursing staff is a critical concern in healthcare organizations worldwide.
• High turnover rates among nursing professionals not only result in substantial financial costs but also
poses significant challenges to the quality of patient care.
• the importance of addressing nursing staff retention and proposes a framework for developing effective
retention strategies.
Background
• Nursing Shortages: The nursing profession often faces shortages due to increased Health sectors Numbers
demand, further highlighting the need for retaining experienced nurses.
According to WHO, the world is still need 9 Million more nurses and midwives by
the year 2030. hospitals 919
Pakistan population 2017 is over 207.7 Million hence it’s a 6 th most populated country
of the world.
RHC 560
Pakistan has 33427 nurses, 23427 midwives and 96000 LHW’s.
Current the existing nurse-patient ratio is 1:50 where as PNC’s prescribed ratio is 1:10
in general wards, and 2:1 in SCU which is much less than what WHO is recommended BHU 5334
which is 5:1.
• Cost Implications: Recruiting and training new nursing staff is costly and time-
consuming, making retention a cost-effective alternative.
• Quality of Patient Care: The expertise and continuity of care provided by experienced
nurses directly impact the quality and safety of healthcare services.
Objective:
The primary objective is to explore the various factors
contributing to nursing staff turnover and to propose a
comprehensive strategy for retaining nursing talent.
Factors and IssuesContributing to Turnover:
•Work-Related Stress and Burnout
• Competitive Job Market
• Inadequate Compensation
• Lack of Professional Development
• Work-Life Imbalance
•Limited Career Advancement Opportunities
•Gender based stereotyping.
It is a common problem in nursing profession. Men comprises only 6% Nurses working in U.S while in
Pakistan there is no specific ratio was found between male to female however the male to female ratio
observed in BSCN classroom is 10:90.
A Study
According to study in the current issue of
policy, politics and nursing practise reveals
that estimated 17.5% of newly licensed RN’s
leave their 1st nursing job within 1st year and
1:3 (33.5%) leave within 2nd year.
It is also reported that in Pakistan no. of
nurses is low due to their migration to abroad
for better job.
Reference Article:
https://www.sciencedaily.com/releases/2014/09/
140909162300.htm
Proposed Retention Strategy:
•Competitive Compensation and Benefits
•Ongoing Professional Development
•Support for Work-Life Balance
•Recognition and Appreciation Programs
•Mentorship and Support Systems
•Promoting a Safe and Positive Work Environment
•Effective Communication Channels
•Non-Monetary Employee Benefits
•Data-Driven Insights and Continuous Improvement
Implementation Plan:
•Conduct a Comprehensive Workforce Analysis
In one of the Blog on Nurse’s Shortage explained that “
Shortage of nursing is not just a government challenge or a
topic for financial analysis, it has a catastrophic impact on
health care”
•Develop and Prioritize Retention Strategies
• Allocate Resources Appropriately
•Establish Key Performance Indicators (KPIs)
Outcomes
Nurse Retention:
The primary outcome is the retention of nursing staff within the organization.
Higher retention rates lead to improved patient care continuity and reduced
recruitment costs.
Patient Care Quality:
• Improved nurse retention positively correlates with better patient care quality and
safety.
•Continuity of care and experienced nursing staff contribute to positive patient
outcomes.
• Organizational Performance:
• Enhanced nurse retention can lead to increased organizational stability and
efficiency.
•Reduced turnover-related costs contribute to improved financial performance.
Feedback and Adaptation:
•Regular assessment and evaluation of
the framework's effectiveness are crucial.
•Feedback from nurses, managers, and
key stakeholders should inform
adjustments and refinements to the
retention strategies.
Conceptual Framework for Retaining Nursing
Staff
• The conceptual framework for retaining nursing staff provides a structured
approach to understanding the complex dynamics involved in nurse retention. By
addressing individual, organizational, compensation, work environment, and career
development factors, healthcare organizations can develop targeted strategies that
foster nurse retention, ultimately benefiting patient care quality and organizational
performance. Regular feedback and adaptation ensure the ongoing relevance and
effectiveness of these strategies in a dynamic healthcare landscape.
• The conceptual framework for retaining nursing staff is designed to provide a
structured approach to understanding the multifaceted factors influencing nurse
retention within healthcare organizations. This framework aims to guide the
development of effective strategies to address these factors and ultimately improve
nurse retention rates.
Conclusion
• Retaining nursing staff is imperative for healthcare
organizations to ensure high-quality patient care,
financial stability, and organizational resilience. It
serves as a foundation for designing and implementing
effective retention strategies that address the
multifaceted challenges faced by nursing professionals
and their impact on healthcare delivery. It underscores
the importance of prioritizing nurse retention as a
strategic imperative for healthcare institutions.
References
• https://
www.magonlinelibrary.com/doi/abs/10.12968/bjon.2021.30.5.302
• Ritter, D. (2011). The relationship between healthy work
environments and retention of nurses in a hospital setting. Journal of
nursing management, 19(1), 27-32.
• https://ecommons.aku.edu/cgi/viewcontent.cgi?
article=1387&context=pakistan_fhs_son
