HUMAN RESOURSES MANAGEMENT RECRUITMENT AND RETENTION

HUMAN RESOURCES MANAGEMENT

EMPLOYEE RECRUITMENT AND RETENTION

Employee recruitment and retention in the spacious-term divvy up setting is a major problem that is not new. some(prenominal) has

been written about this problem but now it has reached plaguey proportions. The reasons for this are varied and

includes new opportunities for women who throw off traditionally make up most of the staff plus other factors. I

will stress to define some of the problems in recruiting staff for the long-term pull off setting particularly skilled

Nursing homes and soften to focus more in depth in retention strategies including some that I have helped to develop

and implement as part of my duties as a Dept. item in my facility.

PROBLEM ID

Turnover in the Nursing Home setting is long standing and now is worse than ever and acquiring worse. In some

facilities turnover is between 100% to 400% - even in facilities that are considered a good place to work and try to

stem this problem and have policies for doing so.

Nursing Homes in general have a bad reputation; it is the place to go to to die. They have been seen to provide

scant(p) supervise where everyone who works there is a crook or is abusive.



staff there are mostly dumb people who are

not better and are not really interested in fetching care of people only interested in getting a paycheck. The care

there is seen to be substandard, the nurses dont know what they are doing , the food is poor and if someone is

there long enough they will develop a bedsore or infection and will die only if in pain or discomfort. This poor view

certainly seems to make the headlines which seems to be the only kind of coverage nursing homes get especially

here in Florida where every...

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