NR446 Collaborative Healthcare Exam 3 Review

Unit 5 1. Staffing Functions A. Assessment of staffing needs  Factor affecting staffing needs o Source of nursing pools o Number of students enrolled in local nursing school o Usual length of employment of newly hired staff o Peek staff resignation periods o Times when patient census is highest o Patient care delivery system in place o Knowledge level/education level of needed staff o Budget constraints o Historical staffing needs and availability o Diversity of the patient population to be served B. Recruitment – the process of actively seeking out or attracting applicants for existing positions and should be an ongoing process  The nurse-recruiter – interviewing and selecting personnel depending on o The size of the institution o The existence of a separate personnel department o The presence of a nurse-recruiter within the organization o The use of centralized or decentralized nursing management  Recruitment and retention (managers need to acknowledge the correlation between recruitment and retention) o The best way to maintain an adequate employee pool is by word of mouth o Recruitment is not the key to adequate staffing in the long term o Retention is and it only occurs when the organization is able to create a work environment that makes staff want to stay o Turnover provides the organization with new ideas, and reduces the probability of groupthink o Excessive turnover is expensive, and inhibits the organization’s ability to produce and end product (advertising, interviewing, training cost, temporary replacement)  Recruitment methods o Advertisements (word of mouth) o Career days o Literature o Informal use of members of the organization as examples of satisfied employee  Factors affecting recruitment o Financial resources o Adequate nursing pool o Competitive salaries o The organization’s reputation o The location’s desirability o The status of the national and local economy C. Interviewing –  Seeking if enough information in order to determine if the applicant’s suitable for the position  Conducts the interview with manner regardless of outcome, applicant continues to respect the organization  Applicant obtains adequate information to make decision to accept job i. Interview limitations  Structured interview is a better predictor of job performance  Unstructured interview continues to be the most common selection tool in use today  The major defect of hiring  Mixed reliability and validity: o Intra-rater reliability high Note: Exam 3 cover Units 5 & 6. You are encouraged not to limit your studies to the listed items above. The list represents ‘Review’ after studying the chapters. Exam questions will include understanding and application types of question with multiple choice & multiple answers. Wishing you success! NR446 Collaborative Healthcare May Session 2016 Exam 3 Review o Inter-rater reliability low in unstructured interviews o Inter-rater reliability is better if interview is structured and same interview format is used by all interviewers  Subjectivity can never be totally eliminated  High interview assessments do not necessarily correlate with high-level performance on the job  Negative information about the applicant is weighed more heavily than positive information, and the earlier in the interview, the greater the negative effect  Most decisions about the applicant are made in the first 30 to 60 seconds  In unstructured interviews, the interviewer generally does 80% to 90% of the talking. In structured interviews, the interviewer does only 50% to 60% of the talking  The environment is artificial and it is difficult for many interviewees to relax and be natural  The interviewer may have poor communication skills and be unable to generate a discussion  Physical appearance often contributes substantially to an interviewer’s opinion about an applicant  Interviewers frequently ask questions that demonstrate a self-fulfilling prophecy regarding their first impression of the applicant  Overcoming interview limitations - Use a team approach - Develop a structured interview format for each job classification - Use scenarios to determine decision making ability - Conduct multiple interviews - Provide training in effective interviewing techni