Evaluation of a proactive hiring model to achieve workforce stability in the intensive care unit
Aim The purpose was to evaluate an innovative Prospective Hiring Equation to determine registered nurse hiring needs. Background The American Organization for Nursing Leadership identifies human resource management as a competency for nurse managers, yet calculations to determine when and how many r...
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| Veröffentlicht in: | Journal of nursing management 2022-01, Vol.30 (1), p.336-344 |
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| creator | Kester, Kelly M. Engel, Jill Fuchs, Mary Ann Alston, Sylvia Thompson, Julie Anne Granger, Bradi B. |
| description | Aim
The purpose was to evaluate an innovative Prospective Hiring Equation to determine registered nurse hiring needs.
Background
The American Organization for Nursing Leadership identifies human resource management as a competency for nurse managers, yet calculations to determine when and how many registered nurses to hire are not readily available.
Methods
We implemented an educational intervention to teach nurse mangers the Prospective Hiring Equation. We evaluated the processes (adoption and confidence) and outcomes (vacancy rates) using a pre‐evaluation/postevaluation design in a single cohort of nurse managers (n = 9). We used a statistical process control chart to depict mean differences in vacancy rate at baseline and 6‐month postimplementation.
Results
Participants (n = 9) were on average 43 years' old, female, and had 2.94 (SD = 2.66) years' of nurse manager experience. Following implementation of the intervention, the combined vacancy rates of the intensive care units improved by 11.8% (SD = 7), and use of agency nurses decreased by 42.5% (premedian = 7.2, interquartile ratio = 3.6, 10.8; postmedian = 1.8, interquartile ratio 0.9, 8.55).
Conclusions
The Prospective Hiring Equation may be a useful tool to improve nurse managers human resource management competencies.
Implications for Nursing Management
The Prospective Hiring Equation may help nurse managers improve accuracy when evaluating hiring needs. |
| doi_str_mv | 10.1111/jonm.13465 |
| format | Article |
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The purpose was to evaluate an innovative Prospective Hiring Equation to determine registered nurse hiring needs.
Background
The American Organization for Nursing Leadership identifies human resource management as a competency for nurse managers, yet calculations to determine when and how many registered nurses to hire are not readily available.
Methods
We implemented an educational intervention to teach nurse mangers the Prospective Hiring Equation. We evaluated the processes (adoption and confidence) and outcomes (vacancy rates) using a pre‐evaluation/postevaluation design in a single cohort of nurse managers (n = 9). We used a statistical process control chart to depict mean differences in vacancy rate at baseline and 6‐month postimplementation.
Results
Participants (n = 9) were on average 43 years' old, female, and had 2.94 (SD = 2.66) years' of nurse manager experience. Following implementation of the intervention, the combined vacancy rates of the intensive care units improved by 11.8% (SD = 7), and use of agency nurses decreased by 42.5% (premedian = 7.2, interquartile ratio = 3.6, 10.8; postmedian = 1.8, interquartile ratio 0.9, 8.55).
Conclusions
The Prospective Hiring Equation may be a useful tool to improve nurse managers human resource management competencies.
Implications for Nursing Management
The Prospective Hiring Equation may help nurse managers improve accuracy when evaluating hiring needs.</description><identifier>ISSN: 0966-0429</identifier><identifier>EISSN: 1365-2834</identifier><identifier>DOI: 10.1111/jonm.13465</identifier><identifier>PMID: 34437739</identifier><language>eng</language><publisher>England: Hindawi Limited</publisher><subject>Agency nurses ; Averages ; Competence ; Educational programs ; Female ; Hiring ; Human resource management ; Human resources management ; Humans ; Intensive care ; Intensive Care Units ; Intensive treatment ; Intervention ; Leadership ; Managers ; Nurse Administrators ; nurse manager competencies ; Nurse managers ; Nurses ; Nursing ; Nursing administration ; Nursing Staff, Hospital ; personnel recruitment ; Personnel Selection ; Personnel Staffing and Scheduling ; Process controls ; Prospective Studies ; Workforce</subject><ispartof>Journal of nursing management, 2022-01, Vol.30 (1), p.336-344</ispartof><rights>2021 John Wiley & Sons Ltd</rights><rights>2021 John Wiley & Sons Ltd.</rights><rights>2022 John Wiley & Sons Ltd</rights><lds50>peer_reviewed</lds50><oa>free_for_read</oa><woscitedreferencessubscribed>false</woscitedreferencessubscribed><citedby>FETCH-LOGICAL-c3935-1dbb50ea228629f98f89a6903ad9d8fdaf6306d2f75a4987c70a17c713ee5b6d3</citedby><cites>FETCH-LOGICAL-c3935-1dbb50ea228629f98f89a6903ad9d8fdaf6306d2f75a4987c70a17c713ee5b6d3</cites><orcidid>0000-0002-7897-6201 ; 0000-0003-0828-6851 ; 0000-0002-5822-4977</orcidid></display><links><openurl>$$Topenurl_article</openurl><openurlfulltext>$$Topenurlfull_article</openurlfulltext><thumbnail>$$Tsyndetics_thumb_exl</thumbnail><linktopdf>$$Uhttps://onlinelibrary.wiley.com/doi/pdf/10.1111%2Fjonm.13465$$EPDF$$P50$$Gwiley$$H</linktopdf><linktohtml>$$Uhttps://onlinelibrary.wiley.com/doi/full/10.1111%2Fjonm.13465$$EHTML$$P50$$Gwiley$$H</linktohtml><link.rule.ids>314,780,784,1417,27924,27925,30999,45574,45575</link.rule.ids><backlink>$$Uhttps://www.ncbi.nlm.nih.gov/pubmed/34437739$$D View this record in MEDLINE/PubMed$$Hfree_for_read</backlink></links><search><creatorcontrib>Kester, Kelly M.</creatorcontrib><creatorcontrib>Engel, Jill</creatorcontrib><creatorcontrib>Fuchs, Mary Ann</creatorcontrib><creatorcontrib>Alston, Sylvia</creatorcontrib><creatorcontrib>Thompson, Julie Anne</creatorcontrib><creatorcontrib>Granger, Bradi B.</creatorcontrib><title>Evaluation of a proactive hiring model to achieve workforce stability in the intensive care unit</title><title>Journal of nursing management</title><addtitle>J Nurs Manag</addtitle><description>Aim
The purpose was to evaluate an innovative Prospective Hiring Equation to determine registered nurse hiring needs.
Background
The American Organization for Nursing Leadership identifies human resource management as a competency for nurse managers, yet calculations to determine when and how many registered nurses to hire are not readily available.
Methods
We implemented an educational intervention to teach nurse mangers the Prospective Hiring Equation. We evaluated the processes (adoption and confidence) and outcomes (vacancy rates) using a pre‐evaluation/postevaluation design in a single cohort of nurse managers (n = 9). We used a statistical process control chart to depict mean differences in vacancy rate at baseline and 6‐month postimplementation.
Results
Participants (n = 9) were on average 43 years' old, female, and had 2.94 (SD = 2.66) years' of nurse manager experience. Following implementation of the intervention, the combined vacancy rates of the intensive care units improved by 11.8% (SD = 7), and use of agency nurses decreased by 42.5% (premedian = 7.2, interquartile ratio = 3.6, 10.8; postmedian = 1.8, interquartile ratio 0.9, 8.55).
Conclusions
The Prospective Hiring Equation may be a useful tool to improve nurse managers human resource management competencies.
Implications for Nursing Management
The Prospective Hiring Equation may help nurse managers improve accuracy when evaluating hiring needs.</description><subject>Agency nurses</subject><subject>Averages</subject><subject>Competence</subject><subject>Educational programs</subject><subject>Female</subject><subject>Hiring</subject><subject>Human resource management</subject><subject>Human resources management</subject><subject>Humans</subject><subject>Intensive care</subject><subject>Intensive Care Units</subject><subject>Intensive treatment</subject><subject>Intervention</subject><subject>Leadership</subject><subject>Managers</subject><subject>Nurse Administrators</subject><subject>nurse manager competencies</subject><subject>Nurse managers</subject><subject>Nurses</subject><subject>Nursing</subject><subject>Nursing administration</subject><subject>Nursing Staff, Hospital</subject><subject>personnel recruitment</subject><subject>Personnel Selection</subject><subject>Personnel Staffing and Scheduling</subject><subject>Process controls</subject><subject>Prospective Studies</subject><subject>Workforce</subject><issn>0966-0429</issn><issn>1365-2834</issn><fulltext>true</fulltext><rsrctype>article</rsrctype><creationdate>2022</creationdate><recordtype>article</recordtype><sourceid>EIF</sourceid><sourceid>7QJ</sourceid><recordid>eNp9kDlPxDAQhS0EguVo-AHIEg1CCvhInLhEiFMcDdTGScaslyQG2wHtv8fLAgUFU8yTRt88zTyEdik5oqmOZ27ojyjPRbGCJpSLImMVz1fRhEghMpIzuYE2Q5gRQjnjxTra4HnOy5LLCXo6e9fdqKN1A3YGa_zqnW6ifQc8td4Oz7h3LXQ4OqybqYU0_3D-xTjfAA5R17azcY7tgOMUkkQYwmK50R7wONi4jdaM7gLsfOsWejw_ezi9zG7uL65OT26yhkteZLSt64KAZqwSTBpZmUpqIQnXrWwr02ojOBEtM2Whc1mVTUk0TZ1ygKIWLd9CB0vf9MDbCCGq3oYGuk4P4MagWCEE4ZzRKqH7f9CZG_2QrlNMMFJJQSRL1OGSarwLwYNRr9722s8VJWqRu1rkrr5yT_Det-VY99D-oj9BJ4AugQ_bwfwfK3V9f3e7NP0Ex1WNxQ</recordid><startdate>202201</startdate><enddate>202201</enddate><creator>Kester, Kelly M.</creator><creator>Engel, Jill</creator><creator>Fuchs, Mary Ann</creator><creator>Alston, Sylvia</creator><creator>Thompson, Julie Anne</creator><creator>Granger, Bradi B.</creator><general>Hindawi Limited</general><scope>CGR</scope><scope>CUY</scope><scope>CVF</scope><scope>ECM</scope><scope>EIF</scope><scope>NPM</scope><scope>AAYXX</scope><scope>CITATION</scope><scope>7QJ</scope><scope>ASE</scope><scope>FPQ</scope><scope>K6X</scope><scope>K9.</scope><scope>NAPCQ</scope><scope>7X8</scope><orcidid>https://orcid.org/0000-0002-7897-6201</orcidid><orcidid>https://orcid.org/0000-0003-0828-6851</orcidid><orcidid>https://orcid.org/0000-0002-5822-4977</orcidid></search><sort><creationdate>202201</creationdate><title>Evaluation of a proactive hiring model to achieve workforce stability in the intensive care unit</title><author>Kester, Kelly M. ; Engel, Jill ; Fuchs, Mary Ann ; Alston, Sylvia ; Thompson, Julie Anne ; Granger, Bradi B.</author></sort><facets><frbrtype>5</frbrtype><frbrgroupid>cdi_FETCH-LOGICAL-c3935-1dbb50ea228629f98f89a6903ad9d8fdaf6306d2f75a4987c70a17c713ee5b6d3</frbrgroupid><rsrctype>articles</rsrctype><prefilter>articles</prefilter><language>eng</language><creationdate>2022</creationdate><topic>Agency nurses</topic><topic>Averages</topic><topic>Competence</topic><topic>Educational programs</topic><topic>Female</topic><topic>Hiring</topic><topic>Human resource management</topic><topic>Human resources management</topic><topic>Humans</topic><topic>Intensive care</topic><topic>Intensive Care Units</topic><topic>Intensive treatment</topic><topic>Intervention</topic><topic>Leadership</topic><topic>Managers</topic><topic>Nurse Administrators</topic><topic>nurse manager competencies</topic><topic>Nurse managers</topic><topic>Nurses</topic><topic>Nursing</topic><topic>Nursing administration</topic><topic>Nursing Staff, Hospital</topic><topic>personnel recruitment</topic><topic>Personnel Selection</topic><topic>Personnel Staffing and Scheduling</topic><topic>Process controls</topic><topic>Prospective Studies</topic><topic>Workforce</topic><toplevel>peer_reviewed</toplevel><toplevel>online_resources</toplevel><creatorcontrib>Kester, Kelly M.</creatorcontrib><creatorcontrib>Engel, Jill</creatorcontrib><creatorcontrib>Fuchs, Mary Ann</creatorcontrib><creatorcontrib>Alston, Sylvia</creatorcontrib><creatorcontrib>Thompson, Julie Anne</creatorcontrib><creatorcontrib>Granger, Bradi B.</creatorcontrib><collection>Medline</collection><collection>MEDLINE</collection><collection>MEDLINE (Ovid)</collection><collection>MEDLINE</collection><collection>MEDLINE</collection><collection>PubMed</collection><collection>CrossRef</collection><collection>Applied Social Sciences Index & Abstracts (ASSIA)</collection><collection>British Nursing Index</collection><collection>British Nursing Index (BNI) (1985 to Present)</collection><collection>British Nursing Index</collection><collection>ProQuest Health & Medical Complete (Alumni)</collection><collection>Nursing & Allied Health Premium</collection><collection>MEDLINE - Academic</collection><jtitle>Journal of nursing management</jtitle></facets><delivery><delcategory>Remote Search Resource</delcategory><fulltext>fulltext</fulltext></delivery><addata><au>Kester, Kelly M.</au><au>Engel, Jill</au><au>Fuchs, Mary Ann</au><au>Alston, Sylvia</au><au>Thompson, Julie Anne</au><au>Granger, Bradi B.</au><format>journal</format><genre>article</genre><ristype>JOUR</ristype><atitle>Evaluation of a proactive hiring model to achieve workforce stability in the intensive care unit</atitle><jtitle>Journal of nursing management</jtitle><addtitle>J Nurs Manag</addtitle><date>2022-01</date><risdate>2022</risdate><volume>30</volume><issue>1</issue><spage>336</spage><epage>344</epage><pages>336-344</pages><issn>0966-0429</issn><eissn>1365-2834</eissn><abstract>Aim
The purpose was to evaluate an innovative Prospective Hiring Equation to determine registered nurse hiring needs.
Background
The American Organization for Nursing Leadership identifies human resource management as a competency for nurse managers, yet calculations to determine when and how many registered nurses to hire are not readily available.
Methods
We implemented an educational intervention to teach nurse mangers the Prospective Hiring Equation. We evaluated the processes (adoption and confidence) and outcomes (vacancy rates) using a pre‐evaluation/postevaluation design in a single cohort of nurse managers (n = 9). We used a statistical process control chart to depict mean differences in vacancy rate at baseline and 6‐month postimplementation.
Results
Participants (n = 9) were on average 43 years' old, female, and had 2.94 (SD = 2.66) years' of nurse manager experience. Following implementation of the intervention, the combined vacancy rates of the intensive care units improved by 11.8% (SD = 7), and use of agency nurses decreased by 42.5% (premedian = 7.2, interquartile ratio = 3.6, 10.8; postmedian = 1.8, interquartile ratio 0.9, 8.55).
Conclusions
The Prospective Hiring Equation may be a useful tool to improve nurse managers human resource management competencies.
Implications for Nursing Management
The Prospective Hiring Equation may help nurse managers improve accuracy when evaluating hiring needs.</abstract><cop>England</cop><pub>Hindawi Limited</pub><pmid>34437739</pmid><doi>10.1111/jonm.13465</doi><tpages>9</tpages><orcidid>https://orcid.org/0000-0002-7897-6201</orcidid><orcidid>https://orcid.org/0000-0003-0828-6851</orcidid><orcidid>https://orcid.org/0000-0002-5822-4977</orcidid><oa>free_for_read</oa></addata></record> |
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| ispartof | Journal of nursing management, 2022-01, Vol.30 (1), p.336-344 |
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| source | MEDLINE; Access via Wiley Online Library; Applied Social Sciences Index & Abstracts (ASSIA) |
| subjects | Agency nurses Averages Competence Educational programs Female Hiring Human resource management Human resources management Humans Intensive care Intensive Care Units Intensive treatment Intervention Leadership Managers Nurse Administrators nurse manager competencies Nurse managers Nurses Nursing Nursing administration Nursing Staff, Hospital personnel recruitment Personnel Selection Personnel Staffing and Scheduling Process controls Prospective Studies Workforce |
| title | Evaluation of a proactive hiring model to achieve workforce stability in the intensive care unit |
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