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 ...