course materials

1. Disccusion:employee recruitment
Disccusion:employee recruitment ON Disccusion:employee recruitmentTopic: As an
administrator, address the challenges of employee recruitment and retention of health care
professionals. Additional subtopics may include trends in the nursing workforce, shortage
of primary care physicians, staff turnover, retention, and staffing patterns.
Disccusion:employee recruitmentCreating the Senior ProjectThe Senior Project:Must be 20
to 25 PowerPoint slides (excluding title and reference slides) in length. There are 20
content criteria worth a total of 10 points.Must include a title slide that contains the
following:Title of projectYour nameCourse name and numberInstructor’s nameDate
submittedMust include an introduction with a succinct thesis statement.Must address the
topic of the project with critical thought in the areas of:Organization detailsChallenges and
opportunitiesTraining program outcomesImpact on at least three stakeholder groups
involved delineated by cost, quality, and access to serviceSuggested actionsMust include a
conclusion that reaffirms your thesis.Must use at least five ing graphics (images, graphics,
and/ or multimedia) are included and relevant communicating the training content (two
points).Must include speaker’s notes that have evidence of critical thinking and application
(content analysis, synthesis, evaluation) related to the research methodology used to
develop (six points):Project contentPractical and relevant solutions to the organizational
challenges/opportunitiesAppropriate evaluation of individual stakeholder groups
involvedMust use at least three to five scholarly sources from the Ashford University
Library and two to three current, scholarly web sources.Must document all sources in APA
style, as outlined in the Ashford Writing Center.Must include a separate reference slide,
formatted according to APA style as outlined in the Ashford Writing Center.
Disccusion:employee recruitmentRequired TextManagement principles for health
professionals (6th ed.)All feedback received from previously submitted papers:You are
identifying the issues within that organization as it relates to your topic. You must create
some recommendations to address those issues. Your final project is a TRAINING
PROGRAM so make sure you understand the required components of this venue……it is
presented in a PowerPoint presentation. Disccusion:employee recruitmentIMPORTANT
INFORMATION:The final power point attached was done by another tutor however the
plagiarism was 75% I cannot submit it. I am looking for someone to re-work or re-do
completely.THANK YOU ahead of time. Disccusion:employee recruitmentChallenges of
Employee Recruitment and Retention for Health Care Professionals Jennifer Hopes Ashford
University: HCA 459 Senior Project Vicki Sowle August 12, 2016 Nursing workforce,

2. Shortage of primary care physicians, staff turnover, retention, and Staffing patterns ?
Specialized Care Facilities ? ? ? ? ? Growth in the nursing workforce Extensive research in
the field of nursing Educational standards in Nursing Licensing of nursing workforce New
clinical conditions ? Management of diversity in disease and illness assessment ? Fresh
approach to care ? ? Low recruitment costs Effective communication ? Talent Management ?
Sustaining an engaged workforce Shortage of primary care physicians require extensive
recruitment of specialist physicians (ADPH (2016)) ? Healthcare reforms like ACA and
federal security acts put more regulations on healthcare and recruitment procedures has
become more complicated ? Demand for primary healthcare physician has increased ? Rural
areas have low population and low incentives ? ? ? ? ? Large scale retirement Competition
Poor feedback Lack of appreciation and communication ? ? ? ? ? Demographic differences
Low Incentives Lack of mentoring Poor organizational culture Lack of motivation ? ? ? ? ?
High quality of care Increase in patient satisfaction Lower Costs Increased revenues
Increased Access to care ? ? Although, the nursing workforce has seen significant increase in
hiring of new class but overall, there is a shortage of primary care physicians in the
healthcare industry. The technological advancements, mixing of cultures, high turnover
rates, and retention issues have raised concerns for the healthcare professionals and in
order to address these issues to ensure efficiency and quality of healthcare.
Disccusion:employee recruitmentThe decreased number of primary care physicians will
reduce the quality of care and patient care will be of poor quality. ? ? ? Jones and Bartlett (n,
d.), Chapter 1: The Changing Scene: Organizational Adaptation and Survival, page: 1-5 HRSA
(2016), U.S Department of Health and Human Services, “The U.S. Nursing Workforce:
Trends in Supply and Education”, (WEB) Retrieved from:
http://bhpr.hrsa.gov/healthworkforce/supplyde mand/nursing/nursingworkforce/ ADPH
(2016), “Challenges Recruiting and Retaining Healthcare Providers”, (WEB) Retrieved from:
http://www.adph.org/ruralhealth/assets/Recruiti ngandRetainingHealthcareProviders.pdf
Running Head: HEALTH CARE PROFESSIONALS Health Care Professionals Jennifer Hopes
Vicki Sowle Ashford University: HCA 459: Senior Project August 18, 2016 HEALTH CARE
PROFESSIONALS 2 Introduction The selected topic is on the recruitment and retaining of
health care professionals. The reason for the selection of this topic is due to the fact that
there are many registered nurses in the nation today as well as an increase in the number of
licensed nurses. This research is due to the statistics seen throughout the research whereby
the rates at which the increase in the nursing population is active then there is bound to be
difficulty in securing jobs in the nursing department. This is important to the health care
administration within the organization to be able to know how to retain the existing nurses
within the institution and balance the recruitment of more care givers in the organization
(Armstrong, 2015). Scope The scope of the senior project is the primary care physicians and
the department of recruitment where the nurses are referred and recruited from (Gerwing,
2013). Disccusion:employee recruitmentThe importance of this department is because they
play a big role in the maintenance and the payment of the employees. The demand for
primary healthcare services seem to be on the increase and therefore valid for the target
scope. The rural areas also have very few care givers in the primary care sector and
therefore the increase in the need to check on the recruitment of the necessary physicians

3. and the retaining of the physicians especially in the areas where they are least and more is
expected from the recruitment of the nurses. There is evidence of large amounts of
physicians who retire early, there is however massive competition in relation to the large
number of people who work on these missed spaces during retirement.
Disccusion:employee recruitmentThere is also competition that is very wide for the desired
scope. Most physicians located in the urban areas enjoy better working facilities and actual
working space compared to those in rural areas (Armstrong, 2015). This factor contributes
to the fact that there HEALTH CARE PROFESSIONALS 3 is need for the government to
ensure that the resources reach all hospitals including those that are in the rural areas so as
to help the care providers to carry out their duties easily and better. Discussion There is an
evident need for physicians in an everyday basis. It is however up to various institutions to
ensure that their care givers offer the required attention to the industry. The retention of
care givers and the need for recruitment of more physicians has increased over the years.
This makes the growth of the physicians in the market relevant since they are required and
needed. The expansion in the industry helps the efficiency and enables quality health care to
take place. Disccusion:employee recruitmentThe benefits of having many care givers is that
there is quality care given owing to the fact that there is easy replacement once one goes
against the rules of their duties in their work (Armstrong, 2015). On the other hand the
disadvantage is that the physicians live in fear of retrenchment of replacement with new
staff. Conclusion In conclusion, the cost of each and every patient and care given to the
patients depends of the services rendered. It is therefore in the best interest of the industry
to ensure that there is quality services rendered to the patients (Gerwing, 2013). Lack of
care givers in some areas such as the rural grounds is not a fair play to the society. This is
where the stakeholders should come in to ensure that all areas acquire health services with
the required equipment. It is also relevant to ensure that the physicians who are recruited
are qualified and can offer services that are acceptable and yield positive results to the
stakeholders. These include the patients, the management and other individual who
ultimately benefits from the success of the care given in the health institution (Gerwing,
2013). HEALTH CARE PROFESSIONALS 4 References Armstrong, N. (2015). Serious but not
solemn: Rebalancing the assessment of risks and benefits of patient recruitment materials.
Disccusion:employee recruitmentResearch Ethics, 2-17. Gerwing, B. (2013). Health
outcomes, education, healthcare delivery and quality – 3048. From uterus to university:
Recruitment and retention of a primary prevention birth cohort. Biomed central, 12-25.
Running Head: HEALTH CARE PROFESSIONALS Health Care Professionals Jennifer Hopes
Vicki Sowle Ashford University: HCA 459: Senior Project August 25, 2016 HEALTH CARE
PROFESSIONALS 2 Topic The chosen topic of study is “challenges of employee recruitment
and retention of healthcare professionals”. The topic is selected for address because there
are many registered and licensed nurses, and therefore recruitment and retention becomes
a problem. An increasing number of nurses make them not to secure jobs easily, and
recruiters also find difficulties when choosing the best since all nurses are qualified. Today,
there are many nurses and physicians who quit their jobs for greener pastures and also opt
to concentrate on self-employment. The healthcare system is, therefore, shaky because
recruiters may not identify who is best and who will stay for long before leaving the

4. systems (Weber & Khademian, 2008). Nurses who work to occupy the missed spaces left by
retired ones are many and the human resources find it difficult to select the most
competitive ones. Disccusion:employee recruitmentResources are not evenly distributed,
and urban-based facilities have more of them as compared to those in rural areas. The
human resources then find it difficult to identify productive nurses who would endure in
either of the rural and urban environments so that they can meet the objectives of each
healthcare organization. Organization Specific Rationale For this senior project, the
healthcare organization is one that operates using a building workforce so that workers are
motivated to contribute to a vision that is shared among all professionals. The organization
is affected by globalization, and its working society is of mixed cultures. Culture in this
healthcare setting has taken over recruitment because the human resources cannot identify
and asses the diverse needs of candidates when undertaking recruitment. Challenges faced
with recruiting include low recruitment costs, lack of effective communication, poor talent
management and inability to sustain and engaged workforce (Golden HEALTH CARE
PROFESSIONALS 3 et al, 2008). The recruitment costs don’t allow human resources to
attract and motivate individuals who are most qualified. Qualified nurse are increasing, and
there is the need for effective communication among the professionals, and this is a
challenge. Managing talents and a sustained workforce should identify cultural values and
diversity so that trust and collaboration are built but there is lack. Opportunities that the
organization can use to handle recruiting and retention challenges include diversifying
demographic differences, mentorship, offering attractive incentives, promoting an inclusive
organizational culture, and motivating employees and recruits. The human resource sector
can use the opportunities to reduce challenges and enable a system that is organized and
productive. The staffing patterns should also be made attractive so that more nurses are
recruited and retained at the same time. The staffing patterns should include increased
access to care, promoted high-quality care, an increase in patient satisfaction, lowering
operation costs, and increasing revenues (Kaplan & Porter, 2011). Proper communication
should also be applied at all levels of operation so that the professionals can interact
efficiently and share ideas that would attract them to the organization and retain their
skills. Training The audience of the training program, in this case, is the human resource
managers because they are involved in recruiting and offering incentives that can retain.
Topics that will be addressed in the teaching include how to establish better clinical
conditions, enabling effective communication among medical workforces, how to enhance
demographic differences by allowing cultural sensitivity, enabling mentoring, and
developing an inclusive organizational culture. The learning outcomes determine what the
audience should know at the end of the study. HEALTH CARE PROFESSIONALS 4 Some of
the expected outcomes include understanding the requirements of attracting best
employees and how to further maintain them and also knowing that communication is a
tool to attract and retain professionals. Another outcome should be how to identify the best
employees and those that will thrive in the organization with professional attitudes
irrespective of changing environments. Disccusion:employee recruitmentThe training
would then use its challenges to establishing opportunities, and the training would benefit
the organization by ensuring proper recruitment and retaining of best employees. HEALTH

5. CARE PROFESSIONALS 5 References Golden, B. L., Raghavan, S., & Wasil, E. A. (Eds.). (2008).
The vehicle routing problem: latest advances and new challenges (Vol. 43). Springer Science
& Business Media. Kaplan, R. S., & Porter, M. E. (2011). How to solve the cost crisis in health
care. Harv Bus Rev, 89(9), 46-52. Weber, E. P., & Khademian, A. M. (2008). Wicked
problems, knowledge challenges, and collaborative capacity builders in network settings.
Public administration review, 68(2), 334-349. Employee Recruitment Name Institution
Affiliation INTRODUCTION ? Recruitment of new employees within the healthcare sector
along with the challenge of maintaining professionals stands out as one of the most
daunting tasks for administrators and other management personnel. In the current world,
health care sector is under reform simply because there is a wide range of challenges as
well as problems that face this industry. The management and administrators have to be
able to outsource the highly qualified professionals as well as the personnel that are
dedicated to their jobs.The bottom line is that recruiting for professionals in the healthcare
industry is no different than any other industry and you must be willing to maximize your
efforts is gaining an understanding of your target audience. RECRUITMENT ? Recruitment
and retention of health care professionals is a mixture of complex and time consuming
activities that occur constantly ? Lack of retention efforts could possibly result in the risk of
losing current providers and the services they provide ? Recruitment of employees has
become a great challenge simply because of selection criteria and the level of qualification
of the employees. ? Getting individuals who suit those positions has become a problem and
there is a problem in nurse retention due to the fact that the staff turnover is very high.
RECRUITMENT ? Health care professionals have currently realized that recruiting new
employees has become a challenge simply because getting individuals who suit those
positions has become a problem and there is a problem in nurse retention due to the fact
that the staff turnover is very high. ? Recruitment of employees has become a great
challenge simply because of selection criteria and the level of qualification of the employees.
HEARTLAND HEALTH SERVICES ? An affiliate of the M.D. Anderson Cancer Center, Houston,
Texas ? Heartland Health also offers multiple physician practices, a medical center, health
plan and a community foundation ? The regional health delivery system employs more than
3,100 people in St. Joseph, contributes salaries and benefits totaling $216 million ?
Heartland Health also offers multiple physician practices, a medical center, health plan and
a community foundation HEARTLAND HEALTH SERVICES Departments and Services ?
Heartland Urgent Care – The city’s non-emergency illness or injury backup facility is open
past normal business hours and on weekends when you can’t wait to see your family
practitioner ? The Emergency Department is a Level II Trauma Center, providing 24-hour
emergency medical services including ground and air ambulances, trauma care and urgent
care. Highly-skilled clinicians trained in emergency and trauma care assist physicians in the
rapid triage and treatment of all conditions. ? The Heart Center offers the most
sophisticated diagnostic and surgical procedures and cardiac, pulmonary and vascular
(CPV) team to help heart patients recover and resume a healthy lifestyle. ? The
Neurosurgery Department features state-of-the-art technology for neurosurgery,
performing procedures such as craniotomy. The team is dedicated to providing quality care
24 hours a day, seven days a week. ? Northwest Health Services – With 16 locations across

6. Northwest Missouri and Northeast Kansas, Northwest Health Services delivers quality care
through general practitioners, dental care and behavioral health and serves as a community
health center. Departments and Services Managing Operational Effectiveness ? Director of
Human Resources-manages all aspects of HR function including recruitment, employee
relations, policies/procedures, benefits, compensation/performance management, record
keeping, compliance, training/development and safety. ? Originates and leads initiatives
that contribute to positive employee morale and retention of employees through open
communication, appropriate recognition and sound employment practices. ? The Director
provides advice and counsel to Heartland’s leadership team in employment and success. ?
Heartland Health is an integrated health delivery system, which includes a Heartland
Regional Medical Center, Heartland Clinic, Heartland Foundation and a Community Health
Improvement Solutions. SHORTAGE OF PRIMARY CARE PHYSICIANS ? Shortage of primary
care physicians is one of the greatest challenges in health care professional. Few individuals
want to learn or take health care programs.? Economic & Demographic trends signal an
implementing physician shortage ? “Missouri is experiencing the most acute shortage of
physicians in rural areas shown by the fact that 40% of the population resides in rural areas
but only 25% of the states physicians practice there. The access to healthcare in rural areas
is compounded by the fact that the rural population is generally older, requiring more
services and includes a rapidly growing Hispanic population which rises cultural and
language challenges.” (Health Management Associates, Inc., 2009) SHORTAGE OF PRIMARY
CARE PHYSICIANS ? 2015 the country will have 62,900 fewer doctors than needed. ? That
number will more than double by 2025 ? Even without the health care law, the shortfall of
doctors in 2025 would still exceed 100,000. ? Provisions within the law are expected to
increase the number of primary care doctors by perhaps 3,000 in the coming decade.
Communities around the country need about 45,000. STAFF TURNOVER ? It has proven to
be one of the most costly and seemingly intractable human resource challenges confronting
organizations. ? Recruitment of replacements, including administrative expenses,
advertising, screening and interviewing, and services associated with selection, such as
security checks, processing of references, and, possibly, psychological testing. ? The cost of
replacing 288 employees per year (in a hospital with 200 beds employing 1200 persons
with a turnover rate of 2% per month) was $2,888,295.52 when all sources of costs were
analyzed. ? Health care professional take a lot of time in training and recruiting new
employees due to the high rate of staff turnover. REASONS FOR STAFF TURNOVER &
PREVENTION REASONS FOR TURNOVER PREVENTION OF TURNOVER ? Unhappy with the
work or compensation ? Unskilled positions- employees can generally be replaced without
the organization or Business incurring any loss of performance ? high turnover rates of
skilled professionals can pose as a risk to the organization due to the human capital loss in
the form of skills, training, and knowledge ? career opportunities, salary, corporate culture,
management’s recognition, and a comfortable workplace seem to impact employees’
decision to stay with their employer ? Burnout on the job ? Continual training and
reinforcement develops a work force that is competent, consistent, competitive, effective
and efficient ? motivate employees to focus on customer success, profitable growth and the
company well-being ? Employers can keep their employees informed and involved by

7. including them in future plans, new purchases, policy changes, as well as introducing new
employees to the employees who have gone above and beyond in meetings ? Early
engagement and engagement along the way, shows employees they are valuable through
information or recognition rewards, making them feel included Trends in the nursing
workforce The nursing workforce is expected to grow quickly over the next several years,
responding to increased demand from the aging Baby Boomer population and an increase in
the number of people with access to health care. ? the nursing workforce in the United
States has grown larger, more diverse, better educated, a little older and somewhat better
paid ? The nation has an estimated 3.06 million licensed registered nurses ? Since June 2010
the health care sector has added an average of more than 18,00 …Purchase answer to see
full attachment