不要等到太晚:使用住宿面试来吸引和留住护理人员
Angel Wang1, Christine Devine2, Lorrie Hamilton3
1Corporate Professional Practice Leader Manager of Nursing Innovation and Academic Affairs, Michael Garron Hospital, Toronto, ON.
像停留面试这样的积极方法可以补充目前的策略来解决护理劳动力危机. 护士领导可以利用这些结构化的讨论来提高员工的参与度和留守率.
科学领域:
- 医疗保健管理的管理
- 护理劳动力研究 护理劳动力研究
- 组织心理学 组织心理学
背景情况:
- 护理劳动力危机在全球范围内是一个重大挑战.
- 目前的参与和保留策略是不够的.
- 需要积极主动,建立关系的方法.
研究的目的:
- 引入逗留面试作为一种提高护理人员参与度和留守率的策略.
- 为护士领导者概述住宿访谈的好处和实施.
- 支持护士领导人应对劳动力挑战.
主要方法:
- 讨论停留面试的核心特点和优点.
- 对护士领导者实践实施步骤的概述.
- 专注于结构化的,主动的,建立关系的讨论.
主要成果:
- 逗留面试提供了一种结构化的方法来了解员工的需求.
- 他们授权护士领导者开发有针对性的干预措施.
- 这种方法加强了员工的参与和组织的承诺.
结论:
- 现场面试是护士领导者的一个有价值的工具.
- 实施停留面试可以减轻护理劳动力危机.
- 积极参与是提高护理人员留学率的关键.
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