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Nurse Retention Rate Improvement Secret: Analytics
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shakeeb
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shakeeb,
User Rank: Apprentice
4/29/2014 | 7:43:22 PM
Re: Analytics is not a panacea for the larger issue
I am trying to figure out what sort of a test this is. Is it relevant for the work performed or general questions assessment related to an employee. 
shakeeb
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shakeeb,
User Rank: Apprentice
4/29/2014 | 7:37:52 PM
Re: Analytics is not a panacea for the larger issue
This is exciting. I believe this is a good tool which can be used for other industries as well. I have seen a high turnover in many organization mainly on employees joined within the  3 months and 1 year.
asksqn
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asksqn,
User Rank: Ninja
4/29/2014 | 4:18:46 PM
Analytics is not a panacea for the larger issue
The problem with predictive software to retain nursing personnel is inherently flawed since it won't allow for the primary reason nurses quit for greener pastures.   Speaking from personal experience, far too many healthcare facilities are corporately managed, which means non medical personnel/bean counters call the shots.  Operations are 100% about costs rather than patient care which simply means that in states that don't have laws to limit the number of patients assigned to any given nurse, that number can be as high as 15, which doesn't sound awful to those who aren't nurses, but the reality of the situation is that if all of those patients are high maintenance, there is no possible way the nurse will be able to care for that many patients.  Nurse burn out is high for a reason and it has zip to do with the kind of individual who job hops for the thrill of it.  Crappy management is part/parcel of why nurses leave.


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