Human resource management strategies for the retention of nurses
Pamela Hogan
PhD Candidate and Nurse Manager; After Hours Coordinator, Mackay Base Hospital, Mackay QLD
PP: 251 - 257
Abstract
Retention of nurses is a critical problem facing health care managers across Australia today. Retention of experienced employees is not only cost effective, but of great importance to the continued high performance of the nursing services in health care organisations.
This article will examine innovative human resource management strategies to promote the retention of nurses.
Keywords
human resource management; nurse management; nurse retention
References
Amos T (1999) Selecting for the work environment. HR Monthly April: 42.
Anderson M (1999) After the theory, where is the practice? HR Monthly April: 37.
Carey SJ & Campbell ST (1994) Preceptor, mentor, and sponsor roles: Creative strategies for nurse retention. Journal of Nursing Administration 24(12): 39-48.
Carlowe J (1998) Value nurses and they will stay. Nursing Standard 12(27): 12-13.
del Bueno DJ (1993) Reflections on retention, and rewards. Journal of Nursing Administration 23(10): 6-7.
Families and Work Institute (1998) New study shows how today's jobs affect productivity and life at home. The 1998 Business Work-Life Study (online) URL: http://www.familiesandwork.org/press/p1.html. Accessed 9/10/99.
Fowler AR Jr, Bushardt SC & Jones MA (1993) Retaining nurses through conflict resolution. Health Progress 74(5): 25-29.
Healy C & McKay M (1999) Identifying sources of stress and job satisfaction in the nursing environment. Australian Journal of Advanced Nursing 17(2): 30-35.
Human Resource Department Management Report (1999) HR Managers: What is Your Leadership Role for 2000 and Beyond? The Institute of Management and Administration - Management Library (online) URL: http://www.ioma.com/nls/9906/hrdm.shtml. Accessed 9 October 1999.
Huttner CA (1990) Strategies for recruitment and retention of critical care nurses: A cardiovascular program experience. Heart & Lung: Journal of Critical Care 19(3): 230-236.
Jeska S & Rounds R (1996) Addressing the human side of change: Career development and renewal. Nursing Economics 14(6): 339-345.
Johnston CL (1991) Retention strategies. Journal of Nursing Administration. 21(6): 11-19.
Klemm R & Schreiber EJ (1992) Paid and unpaid benefits: Strategies for nurse recruitment and retention. Journal of Nursing Administration 22(3): 52-56.
Legge K (1995) Human Resource Management. MacMillan Press, London.
NSW Health (1996) Nursing Recruitment and Retention Taskforce, August 1996. NSW Health Department, Sydney.
Lo R & Brown R (1999) Perceptions of nursing students on men entering nursing as a career. Australian Journal of Advanced Nursing 17(2): 36-41.
Medland JJ, Marcon J & Curia M (1994) Sabbatical leave: A creative retention Strategy. Critical Care Nurse 14(6): 63-67.
O'Neill GL & Kramar R (1999) Australian Human Resources Management (2). Business & Professional, Warriewood.
Sharp R (1999) New technology pushes HR information out into the business. HR Monthly March: 39.
Sherry D (1994) Coping with staffing shortages: Strategies for survival. Home Healthcare Nurse 12(1): 38-42.
Smith G (1999) Use systems to build high performance teams for knowledge. HR Monthly March: 30-31.
Smeltzer CH, Tseng S & Harty LM (1991) Implementing a strategic recruitment and retention plan. Journal of Nursing Administration 21(6): 20-28.
Teahan B (1998) Implementation of a self-scheduling system: A solution to more than just schedules! Journal of Nursing Management 6(6): 361-368.
Queensland Nurses Union (1999) Submission to the Ministerial Taskforce on Recruitment and Retention-Valuing Nurses. Queensland Nurses Union, Brisbane.
Villeneuve MJ (1994) Recruiting and retaining men in nursing: A review of the literature. Journal of Professional Nursing.
eContent Home
