LEADERSHIP STAFFING

• the process of determining and providing the acceptable number and mix of nursing personnel to produce a desired level of care to meet the patient’s demand

STAFFING

these are the people in the team

examples: PHILIPPINES: RN, NURSING AIDE, MIDWIFE, ABROAD: RN, CNA, LVN, LPN

STAFFING MIX

• A timetable showing planned work days and shift per personnel

• Goal: Assign working days and days off so that quality product/ service is ensured.

SCHEDULE

FACTORS TO CONSIDER IN SCHEDULING

1. Different levels of nursing staff

2. Adequate courage for 24 hours

3. Seven working days

4. Staggered vacations and holidays

5. Weekends

6. Long stretches of consecutive workdays

7. Shifting

8. Relieving

• One person makes the schedule for the whole department

• Staffing decisions are made by a central office or staffing center

CENTRALIZED STAFFING

Done by More than one individual, usually the unit head nurse of the unit

DECENTRALIZED STAFFING

Allows long-term knowledge of future work schedules because a set staffing pattern is repeated every few weeks.

CYCLICAL

Allows employees to select the time schedules that best meet their personal needs while still meeting work responsibilities

FLEXITIME

Only AM and PM shift (AM: 7A - 7P ; PM: 7P - 7A) ● Nurses working 10-hour shifts or longer are more likely to experience burnout and job dissatisfaction (Ericksen, 2016) and are more susceptible to obesity, CVD, hypertension, diabetes, and mood disorders (Francis, 2018)

10-12 HOUR SHIFT

Allows nurses in a unit to work together to construct their own schedules rather than have schedules created by management

STAFF SELF-SCHEDULING

Born between 1925 - 1942; lived through World War II, Korean War, and Vietnam War ● Tend to support the status quo rather than protest or push for rapid change ● Traditional work values, loyal to their employers ● Respectful authority, disciplined, and supportive of hierarchy.

SILENT GENERATION / VETERANS

Born between 1943 0 1960s; represent 50$4 of current workforce ● Traditional work values ● More materialistic, workaholics ● Best suited for work that requires flexibility, independent thinking, and creativity.

BOOM GENERATION / BABY BOOMERS

Born between 1961 - 1981; ● Lack interest of lifetime employment in one place instead valuing greater work hour flexibility and opportunities for time off ● Had both parents working outside their homes ● Pragmatic; self-reliant and amenable to change

GENERATION X

Born between 1982 - 2000; represent the first cohort of truly global citizens. “Digital natives” ● Known for their optimism, self-confidence, relationship orientation, volunteer mindedness, and social consciousness ● Work well in teams ● High degree of altruism, higher eco-awareness and greater multicultural ease ● Impatient and often come with a sense of entitlement

GENERATION Y

Born between 1996- 2015; a.k.a. Homeland generation, iGeneration, Gen Tech, or The Founders ● Just now entering workforce ● Sociologist suggest this generation will resemble the silent generation ● More likely to value security, comfort, familiar activities, and environment.

GENERATION Z

Process of actively seeking out or attracting applicants for existing positions and should be an ongoing process ● Before recruiting begins, organizations must identify reasons a prospective employee would choose to work for them over a competitor (retention)

RECRUITMENT

METHODS OF RECRUITMENT

○ Word of mouth

○ Internet - Cost effective

○ Recruitment ad within the agency - hire nurse-recruiters

○ Newspaper

A verbal interaction between individuals for a particular purpose, Selection tool in the process of recruitment

INTERVIEWING

requires little planning because the goals for hiring may be unclear, questions are not prepared in advance, and often the interviewer does more talking than the applicant

UNSTRUCTURED

requires some planning because the flow is focused and directed at major topic areas, although there is flexibility in the approach

SEMI STRUCTURED

requires greater planning time, yet because questions must be developed in advance that address the specific job requirements, information must be offered about the skills and qualities being sought

STRUCTURED

TIPS DURING AN INTERVIEW

More than 1 interviewer

● Pause

● Ue scenario

● Keep a written record

● Arrive early (if you are the interviewee)

● First impressions last

● Do not chew gum

The process of choosing among from applicants the best qualified individual/s for a particular job or position

SELECTION

Assign a new employee to a position within his or her sphere of authority, where the employee will have a reasonable chance for success ● Proper assigning of the new employee

PLACEMENT

Planned, guided adjustments to an employee to the organization and the work environment ● Establish favorable employee attitudes ● Provide the necessary information and education for success in the position ● Instill a feeling of belongingness and acceptance of the employee.

INDOCTRINATION

Educating the new employee on the policies, procedures and organization ● Takes place after the employee has been selected but before performing the job role

INDUCTION

Provide information for smoother transition ● Activities are more specific for a position

ORIENTATION

acculturate ● Learning of the behaviors that accompany each role by instruction, observation, and trial and error ● Team buildings

SOCIALIZATION

Looking up to someone else ○ Experienced, competent individuals an individual wishes to emulate ○ Someone who is unusually effective or inspiring in some social role, job, etc, and thus serves as a model for others

ROLE MODEL

An experienced nurse who provided knowledge and emotional support, as well as clarification of role expectations on a one-to-one basis. ○ Educate and train newly hired nurses

PRECEPTOR

Formal education ○ Take on an even greater role in using education as means for role clarification

MENTOR

One person helping the other person reach an optimal level of performance ○ Help clarify statements and grown ○ Sort of empowerment

COACH