CHANGE IMPLEMENTATION AND MANAGEMENT PLAN H Walden University NURS6053N Interprofessional Organizational, and Systems Leadership April 30, 2019 EXECUTIVE SUMMARYHigh medical attendants' turnover is an issue at presently influencing the organization. The organization loses at least 5 medical caretakers every year. The expense incurred, and time engaged with topping off these positions are over $75,000 per nurse. There is likewise a negative impact on patient care results.Bring exhaustion and disappointment among other nurses and employees who must top off these positions. For decades now, nurse turnover has been affecting the medical industry. On average, hospitals have been losing between $5 million to $8 million due to this turnover (Yoder-Wise, 2013). The current record at the organization shows that we lose 25 nurses yearly and thus the purpose of this change implementation and management plan. The plan will bring changes to the institution and in the process reduce this turnover. Nurses turnover is having negative effect on the patient outcome. According to researchers Grove, Burns and Gray (2013), nurse turnover hampers the delivery of efficient healthcare services. Patient falls, especially amongst surgery patients become rampant due to inadequate staffing. My personal experience of the impact that nurses’ turnover have on the workplace is overworking the remaining staff. Excess overworked will lead to burnout and dissatisfaction among other employees who must fill up these positions. * Proposal to incorporate science in the hiring process DESCRIPTION OF PROPOSED CHANGE This proposal will see the organization change its entire recruitment strategy. Incorporating science into the hiring process will increase the chances of the organization retaining its employees. The current hiring process is non predictive. Organization should take advantage of the predictive analytics tools and other current technologies. These assessment technologies enable organizations measure the cultural, behavioral and cognitive characteristics of individuals, to determine how well particular candidates for the nurses’ positions fit in the organizational culture (El, & Ali-Hassan, 2019). JUSTIFICATION FOR CHANGE In the event the proposal goes through, the organization’s hiring process will change to behavioral and structural interviews with a view of establishing specific attributes in the candidates. El and Ali-Hassan (2019) states that a selection process that hinges on science is the best way healthcare organizations can increase their odds of hiring nurses who will stay for the long term. El and Ali-Hassan (2019) acknowledges that analytics and big data is intimidating to people who do not consider themselves technologically savvy, therefore it will be a requirement in the recruitment process. The data to analyze will be from consumer data, social media platforms, public resources and hospital’s personnel data. After generating the data, the ...

1. CHANGE IMPLEMENTATION AND MANAGEMENT PLAN
H
Walden University
NURS6053N
Interprofessional Organizational, and Systems Leadership
April 30, 2019
EXECUTIVE SUMMARYHigh medical attendants' turnover is
an issue at presently influencing the organization. The
organization loses at least 5 medical caretakers every year. The
expense incurred, and time engaged with topping off these
positions are over $75,000 per nurse. There is likewise a
negative impact on patient care results.Bring exhaustion and
disappointment among other nurses and employees who must
top off these positions.
For decades now, nurse turnover has been affecting the medical
industry. On average, hospitals have been losing between $5
million to $8 million due to this turnover (Yoder-Wise, 2013).
The current record at the organization shows that we lose 25
nurses yearly and thus the purpose of this change
implementation and management plan. The plan will bring
changes to the institution and in the process reduce this
turnover.
Nurses turnover is having negative effect on the patient
outcome. According to researchers Grove, Burns and Gray
(2013), nurse turnover hampers the delivery of efficient
healthcare services. Patient falls, especially amongst surgery

2. patients become rampant due to inadequate staffing.
My personal experience of the impact that nurses’ turnover have
on the workplace is overworking the remaining staff. Excess
overworked will lead to burnout and dissatisfaction among other
employees who must fill up these positions.
*
Proposal to incorporate science in the hiring process
DESCRIPTION OF PROPOSED CHANGE
This proposal will see the organization change its entire
recruitment strategy.
Incorporating science into the hiring process will increase the
chances of the organization retaining its employees.
The current hiring process is non predictive. Organization
should take advantage of the predictive analytics tools and other
current technologies.
These assessment technologies enable organizations measure the
cultural, behavioral and cognitive characteristics of individuals,
to determine how well particular candidates for the nurses’
positions fit in the organizational culture (El, & Ali-Hassan,
2019).
JUSTIFICATION FOR CHANGE
In the event the proposal goes through, the organization’s hiring
process will change to behavioral and structural interviews with
a view of establishing specific attributes in the candidates.
El and Ali-Hassan (2019) states that a selection process that
hinges on science is the best way healthcare organizations can
increase their odds of hiring nurses who will stay for the long
term.
El and Ali-Hassan (2019) acknowledges that analytics and big
data is intimidating to people who do not consider themselves
technologically savvy, therefore it will be a requirement in the
recruitment process.
The data to analyze will be from consumer data, social media

3. platforms, public resources and hospital’s personnel data.
After generating the data, the organization will hire an analyst
that will create statistical models or algorithms in order to
predict variables like workplace culture and performance fit.
SCOPE
The proposal change will see the organization look for and
incorporate a PRO partner in its selection process.
Imperatively, the organization will ensure that the PRO partner
will program the technology in a way that it prevents
discrimination.
The technology should not take factors like race, disability and
gender.
The proposal focuses on the hospital’s human resource and thus
will not be limited to one’s unit. In addition, the proposal will
not impact the entire organization directly.
Indirectly however, the success of the proposal will see the
organization has employees who has increase in job satisfaction,
cheerful and are willing to work for the long-term.
The consistency in employees is helpful in ensuring better
patient care outcome.
STAKEHOLDERS
STAKEHOLDERS IMPACTED BY CHANGEThe frontline
health workers, the organization and the patients are the most
affected. Both the patients, the organization and the frontline
workers will benefit from investing on this plan. There will be
job satisfaction that will lead to decrease in nurse turnover due
to decrease in workload and burnout which will increase patient
care and safety outcome. The organization will experience
increase and improvement in retaining their nursing staffs that
will always lead to decrease in cost of hiring new workers.

4. CHANGE MANAGEMENT TEAMThe Vice President
operations is responsible for determining the facility’s
operational cost. The Director of Nursing who determines
staffing metrics at the institution. The organizational financial
counsellor. The unit managers takes care of administrative
responsibilities. Employee relations that are responsible for
interrelations that exist between employee and employer. The
Frontline employees who provide care directly to the
organization.
COMMUNICATION PLAN
Formal status reports, email, conversations, and written reports
will be the communication media
The HR team will reach out to the top managements, the
directors, various departments within the organization and the
frontline workers who are always in direct contacts with the
patient will get this information.
Agreeing to this proposal would save these stakeholders the
trouble of having to go back to the drawing board when an
employee quits his or her job. The proposal will benefit the
organization through employee retention.
There will be consistency and thus it is only correct to
anticipate improved patient care outcome.
Once this proposal reaches and is accepted by the stakeholders,
it will take a period of two weeks for one to release the
announcements to the hospital intranet and arrange the
necessary staff meetings.
*

5. CHALLENGES AND RISKS
There is the risk of the technological program not suiting all the
needs of the organization.
Incorporating extensive training and education can help mitigate
this risk.
There is also the risk of the method discouraging potential
employees from wanting to work for the organization.
This risk can be mitigated through employee retention.
There is risk of hiring low performers. Good interviews using
hiring tool kits will help
Researcher Fister Gale (2015) has been able to prove that
predictive analytics tools help in employee recruitment,
retention and help in determine their promotion.
Possible barriers to implementing the proposal includes
financial constraints since the organization is already injecting
more money into the already expensive hiring process. It is
possible to mitigate this barrier by involving the organizational
financial counselor.
THANK YOU
REFERENCESYoder-Wise, P. S. (2013). Leading and Managing
in Nursing - Revised Reprint - E-Book.Grove, S. K., Burns, N.,
& Gray, J. (2013). The practice of nursing research: Appraisal,
synthesis, and generation of evidence.Huston, C. J. (2014).
Professional issues in nursing: Challenges & opportunities.El,
M. C., & Ali-Hassan, H. (2019). Analytics in healthcare: A
practical introduction.Fister Gale, S. (2015). Predict (Still in)
the Future. Workforce, 94(8), 44–47.

6. *
Please choose something that is easy to speak on. You can use
the old student idea if you like, but mind plagiarism because I
will need to submit the power point through Turnitin.
· Reflect on how you might implement this change and how you
might communicate this change to organizational leadership.
The Assignment (5-6-minute PowerPoint presentation):
Change Implementation and Management Plan
Create a narrated PowerPoint presentation of 5 or 6 slides with
video that presents a comprehensive plan to implement the
change you propose.
Your presentation should be 5–6 minutes in length and should
include a video with you as presenter.
Your Change Implementation and Management Plan should
include the following:
· An executive summary of the issues that are currently
affecting your organization/workplace (This can include the
work you completed in your Workplace Environment
Assessment previously submitted, if relevant.)
· A description of the change being proposed
· Justifications for the change, including why addressing it will
have a positive impact on your organization/workplace
· Details about the type and scope of the proposed change
· Identification of the stakeholders impacted by the change
· Identification of a change management team (by title/role)
· A plan for communicating the change you propose
· A description of risk mitigation plans you would recommend
to address the risks anticipated by the change you propose
RUBRIC
·
Excellent
Good

7. Fair
Poor
Create a 5- or 6-slide narrated PowerPoint with video that
presents a comprehensive plan to implement changes you
propose. Your Change Implementation and Management Plan
should include the following:
· An executive summary of the issues that are currently
affecting your organization/workplace (this can include the
work you completed in your Workplace Environment
Assessment).
· A description of the changes being proposed.
· Justifications for the changes, including why addressing them
will have a positive impact on your organization/workplace.
32 (32%) - 35 (35%)
Presentation provides an accurate and detailed executive
summary of the issues that are currently affecting an
organization/workplace.
Presentation accurately and completely describes in detail the
changes being proposed.
Presentation accurately and thoroughly details justifications for
the changes, including a thorough and complete explanation of
why addressing these changes will have a positive impact on the
organization/workplace.
28 (28%) - 31 (31%)
Presentation provides an accurate executive summary of the
issues that are currently affecting an organization/workplace.
Presentation accurately describes the changes being proposed.
Presentation accurately justifies the changes, including an
accurate explanation of why addressing these changes will have
a positive impact on the organization/workplace.
25 (25%) - 27 (27%)

8. Presentation provides an executive summary of the issues that
are currently affecting an organization/workplace that is vague
or inaccurate.
Presentation describes the changes being proposed that is vague
or inaccurate.
Presentation vaguely or inaccurately justifies the changes,
including a vague or inaccurate explanation of why addressing
these changes will have a positive impact on the
organization/workplace.
0 (0%) - 24 (24%)
Presentation provides an executive summary of the issues that
are currently affecting an organization/workplace that is vague
and inaccurate, or is missing.
Presentation describes the changes being proposed that is vague
and inaccurate, or is missing.
Presentation vaguely and inaccurately justifies the changes,
including a vague and inaccurate explanation of why addressing
these changes will have a positive impact on the
organization/workplace, or is missing.
· Details about the type and scope of the proposed changes.
· Identification of the stakeholders impacted by the changes.
· Identification of a change management team (by title/role).
· A plan for communicating the changes you propose.
· A description of risk mitigation plans you would recommend
to address the risks anticipated by the changes you propose.
27 (27%) - 30 (30%)
Presentation accurately and thoroughly details the type and
scope of the changes proposed.
Presentation accurately and clearly identifies the stakeholders
impacted by the changes.

9. Presentation accurately and completely identifies a change
management by title/role that is detailed.
Presentation accurately and thoroughly proposes a detailed plan
for communicating the changes proposed.
Presentation accurately and thoroughly describes in detail risk
mitigation plans recommended to address the risks anticipated
by the changes proposed.
24 (24%) - 26 (26%)
Presentation accurately details the type and scope of the
changes proposed.
Presentation accurately identifies the stakeholders impacted by
the changes.
Presentation accurately identifies a change management by
title/role.
Presentation accurately proposes a detailed plan for
communicating the changes proposed.
Presentation accurately describes risk mitigation plans
recommended to address the risks anticipated by the changes
proposed.
21 (21%) - 23 (23%)
Presentation details the type and scope of the changes proposed
that is vague or inaccurate.
Presentation identifies the stakeholders impacted by the changes
that is vague or inaccurate.
Presentation identifies a change management by title/role that is
vague or inaccurate.
Presentation proposes a detailed plan for communicating the

10. changes proposed that is vague or inaccurate.
Presentation describes risk mitigation plans recommended to
address the risks anticipated by the changes proposed that is
vague or inaccurate.
0 (0%) - 20 (20%)
Presentation details the type and scope of the changes proposed
that is vague and inaccurate, or is missing.
Presentation identifies the stakeholders impacted by the changes
that is vague and inaccurate, or is missing.
Presentation identifies a change management by title/role that is
vague and inaccurate, or is missing.
Presentation proposes a detailed plan for communicating the
changes proposed that is vague and inaccurate, or is missing.
Presentation describes risk mitigation plans recommended to
address the risks anticipated by the changes proposed that is
vague and inaccurate, or is missing.
Include an audio/video presentation that is 5–6 minutes in
length with you as a presenter.
27 (27%) - 30 (30%)
Audio and video recording accurately and completely
summarizes the presentation responses. Audio and video
recording is professional in nature and thoroughly addresses all
components of the presentation. Presentation should be
aesthetically organized and easy to follow with an introduction,
purpose statement, and conclusion.
24 (24%) - 26 (26%)
Audio and video recording adequately summarizes the
presentation responses. Audio and video recording is
professional in nature and adequately addresses the components
of the presentation.
21 (21%) - 23 (23%)

11. Audio and video recording vaguely, inaccurately, or
incompletely summarizes the presentation responses. Audio and
video recording may be professional in nature and somewhat
addresses the components of the presentation.
0 (0%) - 20 (20%)
Audio and video recording vaguely and inaccurately summarizes
the presentation or is missing. Audio and video recording is not
professional in nature and inaccurately and incompletely
addresses the components of the presentation, or is missing.
Written Expression and Formatting - English writing standards:
Correct grammar, mechanics, and proper punctuation
5 (5%) - 5 (5%)
Uses correct grammar, spelling, and punctuation with no errors.
4 (4%) - 4 (4%)
Contains a few (1 or 2) grammar, spelling, and punctuation
errors.