Nurse Residency Programs A Retention Strategy or Just a Contract?
NurseResidency Programs: A Retention Strategy or Just a Contract?
NurseResidency Programs: A Retention Strategy or Just a Contract?
Lotsof literature reviews indicate that nurses who have newly graduatedgo through some struggles that put them in trouble for a turnover.The troubles continue to be a constant occurrence, though, the nurseresidency programs (NRPs) are being executed across the UnitedStates. The NRPs are meant to tackle the troubles that the newgraduates go through as they enter the places of work. NRPs arelinked to higher rates of decreased stress, enhanced patient safety,organizational commitment, cost savings, reduced nurse vacancy, andretention of new nurses. As such, this paper presents an analysis asto whether it is significant to have NRPs as retention strategies orjust as contracts.
Harrisonand Ledbetter (2014) found that there was an inclination towardencouraging results with the NRPs based on the rates of turnover ofthe first years, and the scores of professional satisfaction. Thestudy also states that NRPs motivates the nurses to stay in theirpositions. Additionally, there is a need to track the turnover of thefirst years to justify an NRP’s financial investment. The authorsalso found that turnover is a requirement for the nursing workforceand the retention of the nurses as it helps in identifying thestrategies that should be targeted at different career points.
Bratt(2013) asserts that it takes patience, time, and focus on setting upa successful NRP. Moreover, a well spent time is required to developa cohesive team of NRP, engage in deliberate planning, and solidifythe support network of the program. The author also elaborates thatNRP can create capacity in an organization. It can also create aculture of retaining nurses, and enhance the quality of healthcare.Also, the residency programs have the ability to transform theinterpersonal relationships, work environments, and professionalpractices and mitigate the troubles that new nurses may face at theworkplace. It is essential for the healthcare organizations to usetheir resources to provide an administered and a well-conceptualizedNRP for the nurses who are newly licensed.
Trepanieret al. (2012) narrate that the current environment of the healthcareis characterized by financial instability and nursing shortage due tothe nonstop reductions in cost reimbursement. Such an environment maypressurize the nurse leaders to reduce the orientation of newgraduates to tackle the concerns regarding the financial budgetarythat are linked to costs that arise because of non-productivemoments. Additionally, the healthcare organizations are characterizedby a reduced duration of stay for the sick persons, a high rate ofpatient acuity, and sophisticated technology. Trepanier et al. (2012)state further that nurses who have just graduated constitute about 10percent of the nursing workforce in the settings that provide acutecare. Such nurses go through serious troubles as they change intotheir new tasks despite the fact that the reality shock phenomenonhas been recognized for years. Therefore, there is a need for awide-ranging introduction to the role of a registered nurse. TheNurse Residency Program indicates a vital prospective as a way oforientation. According to the authors, the residency programencompasses a continuous enhancement, rigorous analysis, a supportsystem, a practical knowledge application, and curriculumstandardization. They also emphasized the importance of theimplementation of a clinical immersion, direct didactic instruction,structured debriefing and mentoring, looping to the departments thatare related, case studies, and validation of competencies.
Theprincipal aim of this clinical protocol was to find out if it issignificant to have NRPs as a retention strategy or just ascontracts. The proper response to the protocol was found through theprovision of an answer to the query below:
I.Can the implementation of the NRPs reduce the troubles that thenurses who are newly licensed face to retain them in the workplace?
Evaluationof Patient Outcomes
Theclinical guidelines were evaluated using the patient outcomes thatfocused on the higher rates of decreased stress, enhanced patientsafety, organizational commitment, cost savings, reduced nursevacancy, and retention of new nurses.
Datawas collected by use of surveys and questionnaires. The survey wasconducted for a period of two months. Additionally, the new graduateswere issued with questionnaire forms that had queries regarding thedifficulties they face while transitioning into a new nursingworkforce.
Theparticipants’ responses obtained from the questionnaires wereanalyzed by the use of Microsoft Excel and SPSS. Moreover, theresearcher applied the use of numerical techniques like the pairedand independent sample T-Tests. The independent sample t-testanalyzed the ability of NRP to create capacity in a healthcareorganization, as well as its ability to reduce the troubles that thenurses who are newly licensed face. The T-Tests Sample analyzed thedifference in performance of the nurses and the changes that thehealthcare organizations experienced.
Theimplementation of the residency programs requires the engagement ofthe nursing leaders who have information about the orientation of thenew graduates, and the new graduates. The leaders can be subjected torigorous leadership improvement activities that last for a period ofnot less than seven months to help them know about various leadershipstyles (Zerwekh & Garneau, 2014). On the other hand, the nurseresidents should also be subjected to the same activities that theirleaders went through to know about the behaviors and thecommunication styles that are used in organizations. Both the leadersand the nurse residents went through nine sessions. Every sessiontook three weeks as the participants were engaged for an hour a day.The participants were also taught various ways of managing violence,as well as the types of personality. They were also informed of thesignificance of trust in the workplace as a strategy for positivechange in the organization. The participants were also challenged tointegrate leadership that is based on system thinking into casestudies. Moreover, they were also taught the importance of beingspiritually intelligence in the workplace. An organization has tocarry out an official, and a wide-ranging residency program analysisthat encompasses evaluating the reaction of the learners, andlearning the outcomes of the professional socialization of NR foreffective implementation plan. It can also disseminate the outcomesto its stakeholders. The organization can collaborate with aneducational liaison to carry out the evaluation of the program orresearch project, and obtain more useful resources.
Theleaders may not be willing to be subjected to the improvementactivities under the same roof as the nurse residents who are theirjuniors. Moreover, the nurse residents may not feel free tointermingle with their seniors during the sessions. The participantscan be encouraged to sit under one roof during the learning sessionsby giving them presents.
Toconclude, the literature reviews of the studies that have beenanalyzed in the paragraphs above indicate that it is significant tohave NRPs as retention strategies as it helps the healthcareorganizations and the nursing personnel to improve their performance.
Bratt,M., M. (2013). Nurse Residency Program: Best Practices for OptimizingOrganizational Success. Journal for Nurses in ProfessionalDevelopment, 29(3):102-110. Retrieved fromhttp://epublications.marquette.edu/cgi/viewcontent.cgi?article=1286&context=nursing_fac
Harrison,D., & Ledbetter, C. (2014). Nurse Residency Programs: OutcomeComparisons to Best Practices. Journalfor Nurses in Professional Development,30(2):76-82. DOI: 10.1097/NND.0000000000000001
Trepanier,S.,Early, S., Ulrich, B., & Cherry, B.(2012). NewGraduate Nurse Residency Program: A Cost Benefit Analysis Based onTurnover and Contract Labor Usage. NursingEconomics Journal. 30(4):207-214. Retrived from http://www.medscape.com/viewarticle/770115
Zerwekh,J. A. G., & Garneau, A. Z. (2014). Nursingtoday: Transition and trends.St. Louis, Missouri: Elsevier/Saunders.
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