2. Recruitment
• Definition of the Recruitment
• After interviewing the employee is the
recruitment
• So Recruitment is a selection , it is a well-
known fact that interviewer tend to select
• Interviewees who are most like them in term
of fit qualifications, values and position
3. Orientation
• Orientation Process :
• Help not only in the retention of the
employees or staff but also in productivity so
the benefits of orientation :
• A-Decrease turnover B-Increase retention
• C-Reduce anxiety D-Develop realistic job
expectations and job satisfaction
4. Nursing Orientation
• The general aim of nursing orientation
program is ;
• To help newly hired nurses transition into the
role of professional nurse
5. Philosophy of Nursing Orientation
• 1-Is to promote clinical excellence
• 2-Professional development
• 3-Healthy work environment that fosters
nurses who are prepared and empowered to
positively impact and improve the quality of
healthcare they provide
6. Duration for Orientation
• The duration depend on the policy of every
agency some 6months , other one year…
• The best model to follow for orientation is the
theory of Patricia Benner : Novice to Expert
• 1-Novice 2-Advance beginner
• 3-Competent 4-Proficient
• 5-Expert
7. Staffing & Scheduling
• Definition :
• Is the management activity that provides for
appropriate and adequate personnel to full fit
organizational objectives
• The nurse manger decides how many and
what type of personnel are requested to
provide care for patients
8. Continue
• The nurse manger is in a position to monitor
how successful the staffing pattern is as to
provide input into needed change
• Staffing is a complex activity that involves
ensuring that the ration of nurse to patient
provided quality of care
9. Continue
• Staffing depend directly on the workload or
patient care needed
• Another ideal staffing plan , would provide the
appropriate ratio of caregivers for patients
individual need based on data that predict
according to the statistics
10. Process of Staffing & Scheduling
• Is a process of determining and providing the
acceptable number and mix of nursing
personnel to provide a desired level of care to
meet patient’s need or demand
• Too few or inappropriate mixture of nursing
personnel will affect quality and quantity of
work performed
11. Continue
• Inappropriate staffing and scheduling lead to
absenteeism and staff turn-work resulting in
low morale and dissatisfaction
12. Factors affecting Staffing
• 1-The type , philosophy, objectives , mission
and strategic planning of the hospital and
nursing service
• 2-Number of the patient and severity of their
illness , knowledge and ability of the nursing
personnel are matched with the actual care
needs of the patients
13. Continue
• 3-Availibilty and characteristics of nursing staff
, including education level of preparation mix
of personnel number and position
• 4-Administrative policies such as rotation ,
weekends and holiday off-duties
• 5-Bufget including the around allotted to
salaries , fringe benefits , supplies materials
and equipments
14. Continue
• 6-Teaching program or the extent of staff
enrollment in teaching activities
• 7-Hour of Work: traditional work 5 days a
week 8 hr/day = 2 days off , 5 days a week 10
hr/day = 3 days off
15. Planning for Staffing
• Planning for staffing and acting to resolve
current nursing shortage :
• * Planning is the major leaderships role in
staffing decisions
• * Consider the type of the patient care lead to
use management
• * budget
16. Continue
• * Look for the education and knowledge level
of the staff to be recruited
• * Diversity of the patient population to be
served
• * good staffing lead the manager to avoid
staffing crisis
17. Continue
• * Manager should know the presence of the
student’s and their level of practice
• * Shortage : number of Part-time to the Full-
time
• * Retaining nurses by : benefits , continue
education CE , and wellness program and
development
