HR leaders in healthcare systems have a problem: nurses are leaving the profession. According to a recent survey, a full eight out of 10 nurses know a colleague who has left the field. The exit rate was one of the most striking figures from the recent American Nurse Today/Bright Horizons survey of more than 1,000 clinical nurses.
Not long ago, my daughter needed a really important medical procedure. Long before it could even start, we needed hours of prep from a team of experts.
Great medical care comes from innovation, not all of it from the lab. In fact, a new report shows an important link between patient outcomes and what’s happening in HR.
There are three million nurses in this country to about 800,000 doctors. For employers, that makes these valuable caregivers healthcare’s first line of defense for patients…and their own bottom lines. And that makes skilled nurses more important than ever.
The Horizons of Excellence awards, presented for the first time at this year’s event in Austin, honors those who have raised the bar in our field; organizations from diverse industries with truly forward-thinking approaches to cultivating success through positive business cultures.
The healthcare talent shortage is very real. HR people from top hospitals from around the country talked about it recently at our Bright Horizons Solutions at Work LIVE conference’s People Strategies in Healthcare Forum.
The unrelenting demands paired with literally life-and-death decisions create the conundrum of the healthcare job; engaged employees drive healthcare; but the demands of healthcare drive disengaged employees. And a recent study shows unmistakable signs of trouble. What’s the answer?
National Healthcare HR Week has fueled a lot of conversation about the state of the healthcare workforce. And for providers, there’s ample concern.
When you’re a top hospital caring for more than a half-million patients 24-7, you need to count on employees. The challenge is making sure they get to work even when care for children and parents breaks down.
Hospitals looking to achieve magnet status need to guide employees through BSN degree programs. But succeeding will take more than educational assistance; it will take a carefully designed strategy that assists with both the financial and physical obstacles of learning and earning.