Evaluation of a proactive hiring model to achieve workforce stability in the intensive care unit.

Journal Article (Journal Article)

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.

Full Text

Duke Authors

Cited Authors

  • Kester, KM; Engel, J; Fuchs, MA; Alston, S; Thompson, JA; Granger, BB

Published Date

  • January 2022

Published In

Volume / Issue

  • 30 / 1

Start / End Page

  • 336 - 344

PubMed ID

  • 34437739

Electronic International Standard Serial Number (EISSN)

  • 1365-2834

International Standard Serial Number (ISSN)

  • 0966-0429

Digital Object Identifier (DOI)

  • 10.1111/jonm.13465

Language

  • eng