CHANGE IMPLEMENTATION AND MANAGEMENT PLAN

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CHANGE IMPLEMENTATION AND MANAGEMENT PLAN

H

Walden University

NURS6053N

Interprofessional Organizational, and Systems Leadership

April 30, 2019

EXECUTIVE SUMMARY

  • High medical attendants’ turnover is an issue at presently influencing the organization.
  • The organization loses at least 5 medical caretakers every year.
  • The expense incurred, and time engaged with topping off these positions are over $75,000 per nurse.
  • There is likewise a negative impact on patient care results.
  • Bring exhaustion and disappointment among other nurses and employees who must top off these positions.
  • For decades now, nurse turnover has been affecting the medical industry.
  • On average, hospitals have been losing between $5 million to $8 million due to this turnover (Yoder-Wise, 2013).
  • The current record at the organization shows that we lose 25 nurses yearly and thus the purpose of this change implementation and management plan.
  • The plan will bring changes to the institution and in the process reduce this turnover.

 

  • Nurses turnover is having negative effect on the patient outcome.
  • According to researchers Grove, Burns and Gray (2013), nurse turnover hampers the delivery of efficient healthcare services. Patient falls, especially amongst surgery patients become rampant due to inadequate staffing.

 

  • My personal experience of the impact that nurses’ turnover have on the workplace is overworking the remaining staff.
  • Excess overworked will lead to burnout and dissatisfaction among other employees who must fill up these positions.

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Proposal to incorporate science in the hiring process

DESCRIPTION OF PROPOSED CHANGE

This proposal will see the organization change its entire recruitment strategy.

Incorporating science into the hiring process will increase the chances of the organization retaining its employees.

The current hiring process is non predictive. Organization should take advantage of the predictive analytics tools and other current technologies.

These assessment technologies enable organizations measure the cultural, behavioral and cognitive characteristics of individuals, to determine how well particular candidates for the nurses’ positions fit in the organizational culture (El, & Ali-Hassan, 2019).

JUSTIFICATION FOR CHANGE

In the event the proposal goes through, the organization’s hiring process will change to behavioral and structural interviews with a view of establishing specific attributes in the candidates.

El and Ali-Hassan (2019) states that a selection process that hinges on science is the best way healthcare organizations can increase their odds of hiring nurses who will stay for the long term.

El and Ali-Hassan (2019) acknowledges that analytics and big data is intimidating to people who do not consider themselves technologically savvy, therefore it will be a requirement in the recruitment process.

The data to analyze will be from consumer data, social media platforms, public resources and hospital’s personnel data.

After generating the data, the organization will hire an analyst that will create statistical models or algorithms in order to predict variables like workplace culture and performance fit.

SCOPE

The proposal change will see the organization look for and incorporate a PRO partner in its selection process.

Imperatively, the organization will ensure that the PRO partner will program the technology in a way that it prevents discrimination.

The technology should not take factors like race, disability and gender.

The proposal focuses on the hospital’s human resource and thus will not be limited to one’s unit. In addition, the proposal will not impact the entire organization directly.

Indirectly however, the success of the proposal will see the organization has employees who has increase in job satisfaction, cheerful and are willing to work for the long-term.

The consistency in employees is helpful in ensuring better patient care outcome.

STAKEHOLDERS

STAKEHOLDERS IMPACTED BY CHANGE

  • The frontline health workers, the organization and the patients are the most affected.
  • Both the patients, the organization and the frontline workers will benefit from investing on this plan.
  • There will be job satisfaction that will lead to decrease in nurse turnover due to decrease in workload and burnout which will increase patient care and safety outcome.
  • The organization will experience increase and improvement in retaining their nursing staffs that will always lead to decrease in cost of hiring new workers.

CHANGE MANAGEMENT TEAM

  • The Vice President operations is responsible for determining the facility’s operational cost.
  • The Director of Nursing who determines staffing metrics at the institution.
  • The organizational financial counsellor.
  • The unit managers takes care of administrative responsibilities.
  • Employee relations that are responsible for interrelations that exist between employee and employer.
  • The Frontline employees who provide care directly to the organization.

COMMUNICATION PLAN

Formal status reports, email, conversations, and written reports will be the communication media

The HR team will reach out to the top managements, the directors, various departments within the organization and the frontline workers who are always in direct contacts with the patient will get this information.

Agreeing to this proposal would save these stakeholders the trouble of having to go back to the drawing board when an employee quits his or her job. The proposal will benefit the organization through employee retention.

There will be consistency and thus it is only correct to anticipate improved patient care outcome.

Once this proposal reaches and is accepted by the stakeholders, it will take a period of two weeks for one to release the announcements to the hospital intranet and arrange the necessary staff meetings.

 

 

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CHALLENGES AND RISKS

There is the risk of the technological program not suiting all the needs of the organization.

Incorporating extensive training and education can help mitigate this risk.

There is also the risk of the method discouraging potential employees from wanting to work for the organization.

This risk can be mitigated through employee retention.

There is risk of hiring low performers. Good interviews using hiring tool kits will help

Researcher Fister Gale (2015) has been able to prove that predictive analytics tools help in employee recruitment, retention and help in determine their promotion.

Possible barriers to implementing the proposal includes financial constraints since the organization is already injecting more money into the already expensive hiring process. It is possible to mitigate this barrier by involving the organizational financial counselor.

THANK YOU

REFERENCES

  • Yoder-Wise, P. S. (2013). Leading and Managing in Nursing – Revised Reprint – E-Book.
  • Grove, S. K., Burns, N., & Gray, J. (2013). The practice of nursing research: Appraisal, synthesis, and generation of evidence.
  • Huston, C. J. (2014). Professional issues in nursing: Challenges & opportunities.
  • El, M. C., & Ali-Hassan, H. (2019). Analytics in healthcare: A practical introduction.
  • Fister Gale, S. (2015). Predict (Still in) the Future. Workforce, 94(8), 44–47.

 

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  • For decades now, nurse turnover has been affecting the medical industry.
  • On average, hospitals have been losing between $5 million to $8 million due to this turnover (Yoder-Wise, 2013).
  • The current record at the organization shows that we lose 25 nurses yearly and thus the purpose of this change implementation and management plan.
  • The plan will bring changes to the institution and in the process reduce this turnover.

 

  • Nurses turnover is having negative effect on the patient outcome.
  • According to researchers Grove, Burns and Gray (2013), nurse turnover hampers the delivery of efficient healthcare services. Patient falls, especially amongst surgery patients become rampant due to inadequate staffing.

 

  • My personal experience of the impact that nurses’ turnover have on the workplace is overworking the remaining staff.
  • Excess overworked will lead to burnout and dissatisfaction among other employees who must fill up these positions.

*

 

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