Retention Strategy for Health Professionals: A Descriptive Study | Chapter 8 | Medical Science: Trends and Innovations Vol. 12

Background: Effective medical service and enough health professionals are required to develop quality health service. Recruitment, retention of the health workforce and increased health financing in developing countries are important to achieve the targets of Sustainable Development Goal 3 to ensure healthy lives and promote well-being for all at all ages. The aim of this study is to find out the perception and opinions from the resigned medical practitioners and professional nurses of Mankweng Academic Hospital regarding the retention of health professionals, and from which retention initiatives can be implemented from the data gathered. 

Methods: An observational retrospective descriptive quantitative design associated with all resigned medical practitioners and professional nurses who quited from Mankweng Academic Hospital from January 2018 to December 2022.

Results: A total of 121 medical practitioners and professional nurses resigned from January 2018 to December 2022. Among them, 74 were medical practitioners and 47 professional nurses. Lack of prospects advancement (26%), relocation (26%), and promotion (19%) were the important associated factors responsible for quitting the job among the group of medical practitioners. Promotion (34%), poor working conditions (13%), and work-related stress (13%) were the main reasons for the resignation of the professional nurses. Over 22% of medical practitioners proposed to increase the number of staff, and 49% of the professional nurses advocated increasing the number of staff.

Conclusion: Opinions of the resigned medical practitioners and professional nurses were to emphasize increasing the number of Health professionals. Adequate staffing is necessary in the health sector. Increasing the number of health professionals is imperative, and equally, enhanced promotions should be considered to retain the employee.

 

Author (s) Details

 

Mirza Mohamod Zahir Uddin Bhuiyan
Department of General Surgery, Faculty of Health Science, Mankweng Academic Hospital, University of Limpopo, Limpopo, South Africa.

 

 

Please see the book here:- https://doi.org/10.9734/bpi/msti/v12/4906b

 

A Qualitative Descriptive Study: The Realities of Workplace Bullying | Chapter 7 | Current Innovations in Disease and Health Research Vol. 4

 This division decribes the narratives of individuals experience bullying in their institution, significant to their understanding of solutions, outlooks, and attitudes toward bullying conducts. Previous research outlined donating factors-change in leadership, stiff bureaucracy, negative institution culture pitting nurses against the nurse, deficit of space, nursing the sufferers in hallways, and low healthcare characteristic linked to inadequate staffing. Develops a cost-benefit debate for organizations to deal with the issue and comments that in spite of the overwhelming benefits, few arrangings appear to have workplace domineering on their agenda. Self-stated symptoms of healthcare professionals contain depression, loneliness, seclusion, and dread, as well as impressions of despair, helplessness, and job deficit. The prior research's limitations avert managers from finding active solutions to the bullying question. Bullying ought to take the same legal standing as institution violence and harassment. Nobody concede possibility have to sustain the negative effects of being bullied working by people of all ages. Findings suggest is not any more no longer fixed to earlier nurses eating their young, but the reversal is real of younger nurses capably suggesting that older nurses no longer exist in the workforce, asking ruling class about their retirement plans. Future suggestions significant to this study are upcoming healthcare staffing.

Author(s) Details:

Carol Rocker,
Island Health and University of Victoria, Margaret Eastman, RN MN, Canada.

Please see the link here: https://stm.bookpi.org/CIDHR-V4/article/view/11450

An International HEI Experience: Human Resource Trends and Perspectives | Chapter 16 | Selected Topics in Humanities and Social Sciences Vol. 7

 Recognizing the importance of employee turnover, particularly at private HEIs, this research article examined the trends and opinions of the 31 participants who participated in the exit interview. The study looked into some of the factors that may have played a role in the occurrence. The study's findings were used by the company to reduce incidences, improve job satisfaction, and increase retention rates. It focused on the participants' personal profiles and information about their resignations; their "biggest satisfaction" and "largest issue" in the company; their suggestions for reducing employee turnover; and how to enhance the university's human resource operations. The results revealed that the Basic Education Unit had a significant turnover rate. During the first three (3) years of service, there was a lot of turnover, mostly among the university's own graduates. Regardless of profile characteristics, the following reasons for resignation were cited: professional advancement; better career opportunities, including government employment; and practical family considerations. Their plans are to work for the government and travel overseas. In terms of job satisfaction, it was discovered that participants were usually satisfied, regardless of profile characteristics. The participants' highest levels of satisfaction were based on 19 elements, the most important of which was the growth of career and personal skills. On the other hand, 23 major issues arose, including office operations, remuneration, and workload/load distribution. At least 24 measures were suggested to improve staff retention. Strengthening SPUP's best practises is one of them.

Author (S) Details

Juana C. Rivera

Human Resource Management Office, St. Paul University Philippines, Philippines.

View Book :- https://stm.bookpi.org/STHSS-V7/article/view/4119