J Nurs Manag. 2021 Aug 26. doi: 10.1111/jonm.13465. Online ahead of print.
ABSTRACT
AIM: The purpose was to evaluate an innovative Prospective Hiring Equation to determine registered nurse hiring needs.
BACKGROUND: The American Organization for Nursing Leadership identifies human resource management as a competency for nurse managers, yet calculations to determine when and how many registered nurses to hire are not readily available.
METHODS: We implemented an educational intervention to teach nurse mangers the Prospective Hiring Equation. We evaluated the processes (adoption, confidence) and outcomes (vacancy rates) using a pre/post evaluation design in a single cohort of nurse managers (n=9). We used a statistical process control chart to depict mean differences in vacancy rate at baseline and 6-months post-implementation.
RESULTS: Participants (n=9) were on average 43 years’ old, female, and had 2.94 (SD=2.66) years’ of nurse manager experience. Following implementation of the intervention, the combined vacancy rates of the intensive care units improved by 11.8% (SD=7), and use of agency nurses decreased by 42.5% (pre-median=7.2, interquartile ratio=3.6, 10.8; post-median=1.8, interquartile ratio 0.9, 8.55).
CONCLUSIONS: The Prospective Hiring Equation may be a useful tool to improve nurse managers human resource management competencies.
IMPLICATIONS FOR NURSING MANAGEMENT: The Prospective Hiring Equation may help nurse managers improve accuracy when evaluating hiring needs.
PMID:34437739 | DOI:10.1111/jonm.13465
