Recruitment Ppt

STAFF RECRUITMEN

T AND RETENTION

Prepared by: Ben Ryan Sauce

Leah Faith MagallanesEdnelynn Grace MondiaJurez Lilybeth Fernandez

Karolyn Ricablanca

STAFF RECRUITMENT AND RETENTION

• Recruit the right people. 

• Favourable work environment and culture. 

• Training, career development and feedback. 

• Offer greater work-life initiatives. 

• Continue to educate employees.

• Keep staff informed. 

• Manage expectations. 

• Effective staff management. 

• Listen and empathize.

International RecruitmentRecruitment is an important part of an organization’s human resource planning and their competitive strength. Competent human resources at the right positions in the organization are a vital resource and can be a core competency or a strategic advantage for it.

Purpose & Importance Of Recruitment

• Attract and encourage more and more candidates to apply in the organization.

• Create a talent pool of candidates to enable the selection of best candidates for the organization.

• Determine present and future requirements of the organization in conjunction with its personnel planning and job analysis activities.

• Recruitment is the process which links the employers with the employees.

• Increase the pool of job candidates at minimum cost.

Recruitment Process

1.Identify vacancy2.Prepare job description and person specification3.Advertising the vacancy4.Managing the response5.Short-listing6.Arrange interviews7.Conducting interview and decision making

Factors Affecting Recruitment

THE ICN CODE OF ETHICS FOR NURSES

• PREAMBLE• Nurses have four fundamental

responsibilities: to promote health, to prevent illness, to restore health and to alleviate suffering. The need for nursing is universal.

• Inherent in nursing is respect for human rights, including cultural rights, the right to life and choice, to dignity and to be treated with respect. Nursing care is respectful of and unrestricted by considerations of age, colour, creed, culture, disability or illness, gender, sexual orientation, nationality, politics, race or social status.

• Nurses render health services to the individual, the family and the community and co-ordinate their services with those of related groups.

ELEMENTS OF THE CODE

NURSES AND PEOPLE• The nurse’s primary

professional responsibility is to people requiring nursing care.

• In providing care, the nurse promotes an environment in which the human rights, values, customs and spiritual beliefs of the individual, family and community are respected.

NURSES AND PRACTICE• The nurse carries personal

responsibility and accountability for nursing practice, and for maintaining competence by continual learning.

• The nurse maintains a standard of personal health such that the ability to provide care is not compromised.

• The nurse uses judgement regarding individual competence when accepting and delegating responsibility.

NURSES AND THE PROFESSION

• The nurse assumes the major role in determining and implementing acceptable standards of clinical nursing practice, management, research and education.

• The nurse is active in developing a core of research-based professional knowledge

NURSES AND CO-WORKERS

• The nurse sustains a co-operative relationship with co-workers in nursing and other fields.

• The nurse takes appropriate action to safeguard individuals, families and communities when their health is endangered by a coworker or any other person.

 SUGGESTIONS FOR USE OF THE ICN CODE OF ETHICS

FOR NURSES• The ICN Code of Ethics for

Nurses is a guide for action based on social values and needs. It will have meaning only as a living document if applied to the realities of nursing and health care in a changing society.

• To achieve its purpose the Code must be understood, internalized and used by nurses in all aspects of their work. It must be available to students and nurses throughout their study and work lives.

Element of the Code # 1: NURSES AND PEOPLE

Practitioners and

Managers

Educators and

Researchers

National Nurses’Associations

Provide care that respects human rights and is sensitive to the values, customs and beliefs of all people.

In curriculum include references to human rights, equity, justice, solidarity as the basis for access to care.

Develop position statements and guidelines that support human rights and ethical standards.

Provide continuing education in ethical issues.

Provide teaching andlearning opportunitiesfor ethical issues anddecision making.

Lobby for involvementof nurses inethics reviewcommittees.

Provide sufficientinformation topermit informedconsent and theright to choose orrefuse treatment.

Provide teaching/learning opportunities related to informed consent.

Provide guidelines,position statementsand continuingeducation related toinformed consent.

Use recording and information Management systems that ensure

Introduce into curriculum concepts of privacy and confidentiality.

Incorporate issuesof confidentialityand privacy intoa national code ofethics for nurses.

Element of the Code # 2: NURSES AND PRACTICEPractitioners andManagers

Educators andResearchers

National Nurses’Associations

Establish standards of care and awork setting that promotes safetyand quality care.

Provide teaching/learningopportunities that foster life long learning and competence for practice.

Provide access to continuingeducation, through journals, conferences,Distance education, etc.

Establish systems for professionalappraisal, continuingeducation and systematic renewalof licensure to practice.

Conduct and disseminateResearch that shows linksbetween continual learning andcompetence to practice.

Lobby to ensurecontinuing education opportunities and quality care standards.

Monitor andpromote thepersonal health ofnursing staff inrelation to theircompetence forpractice

Promote theimportance of personalhealth andillustrate its relationto other values.

Promote healthylifestyles fornursing professionals.Lobby for healthy work places andServices for nurses.

Element of the Code # 3: NURSES AND THE PROFESSION

Practitioners andManagers

Educators andResearchers

National Nurses’Associations

Set standards for nursing practice,research, education and Management

Provide teaching/learningopportunities in setting standardsfor nursing practice, research,education and management.

Collaborate with others to setstandards for nursing education,practice, research and management

Foster workplace support of theconduct, dissemination andutilization of research relatedto nursing and health.

Conduct, disseminateand utilize research toadvance the nursing profession

Develop position statements,guidelines and standards relatedto nursing research.

Promote participationin national nurses’ associationsso as to create favourablesocio-economic conditions fornurses.

Sensitize learners to the importanceof professional nursing associations

Lobby for fair social andeconomic working conditions innursing. Develop position statementsand guidelines in workplace issues.

Practitioners andManagers

Educators andResearchers

National Nurses’Associations

Create awareness of specific andOverlapping functions and thepotential for interdisciplinarytensions.

Develop understandingof the roles of other Workers

Stimulate co-operation with other related disciplines.

Develop workplace systems thatsupport common professionalethical values and behaviour.

Communicate nursing ethics toother professions.

Develop awareness of ethical issues of other professions.

Develop mechanisms to safeguard the individual, family or communitywhen their care is endangered byhealth care personnel.

Instill in learners the need tosafeguard the individual, familyor community when care is endangered by health carepersonnel.

Provide guidelines, position statements and discussionfor a related to safeguardingpeople when their care is endangered by health carepersonnel.

Element of the Code #4: NURSES AND CO-WORKERS

TURNOVERS: COST AND MANAGEMENT STRATEGIES

• In a human resources context, turnover or staff turnover or labour turnover is the rate at which an employer gains and loses employees. Simple ways to describe it are "how long employees tend to stay" or "the rate of traffic through the revolving door."

• Costs• INTERNAL VS. EXTERNAL

TURNOVER• Skilled vs. Unskilled

• Voluntary vs. involuntary turnover

• Causes of high or low turnover

• Investments• HOW TO PREVENT TURNOVER

THE END THANK YOU!