The Employee Recruitment and Retent...

The Employee Recruitment and Retention Handbook

Diane Arthur 2001 402 pp $75 hardcover

The Employee Recruitment and Retention Handbook is the latest volume by author Diane Arthur, president of Arthur Associates Management Consultants, Ltd Northport, NY She has written several other business subjects each with a focus onward human resources (HR) development. As a recognized skilled hand in HR issues, Arthur moves a fresh look at workforce diversity and explores the strategies leading companies are using commonly to recruit and retain top performers.

Although this comprehensive thesis does not target health care specifically, the details forward current labor shortages, labor/capital inversion, competitive markets, and the shifting avocation picture transfer well to the challenges perioperative leaders face in their daily operations. The analysis of best practices proffers timely information on innovative strategies and insights into the incentives and benefits that really matter to employee Discussions upon the dynamics of today's workforce and changing workplace loyalties provide a reassurances that health care is not the sole industry struggling with a withering work force and increased demand for services.

Dispelling leader misperceptions about what employee want is critical for changing mental types and truly improving recruitment strategies. According to the author, what employee really want is

* a chance to make an impact,

* recognition for work well done,

* spread communication between themselves and managers,

* the opportunity to gain of the present day skills, and

* rule over their current and coming events lives.

An exploration of generational differences reinforces to what extent important these concepts are when competing for top performers, because talented individuals will go on to those organizations that can demonstrate awareness and a commitment to put forward creative and comprehensive perks designed to encounter these individuals' needs.

This compendium of creative HR ideas could be subservient to as a useful resource for any nursing leader or HR department when comparing traditional recruitment tools with more innovative efforts. Although more [i]or[/i] less of the strategies outlined in the clause may be more suitable for organizations so as the Mirage Resorts or Southwest Airlines, there are many ideas that may enhance the search for creative and cutting-edge solutions in specialized settings like the OR. A chapter upon the benefits and drawbacks of recruiting online proffers detailed information to those interested in expanding the use of their hospital's web site or exploring the use of a generalized site, of that kind as AORN Online.

Checklists, bullet theme and tables highlight valuable information and provide guides that readers may find useful in developing or defining their acknowledge hospital-specific recruitment tools. In addition to a protracted list of corporate compensation packages that companies propose today, the author cautions employer to balance look sharplys with substance, to remain ethical, and to earn personal. The personal touch translates into taking a genuine interest in employee making a commitment to help them reach their goals, and promoting shared results

In addition to offering helpful information onward current recruitment and retention efforts, the author tenders insights into the legal, ethical, economic, and organizational dynamics that each leader needs to know. The lists provided in the thesis and the definition of conceptions that challenge how corporations recruit are definitely study provoking, but it is the leadership initiatives for creating a better work environment that may demonstrate more helpful to readers. A retention environment closely examines

* two-way communication,

* intrinsic motivation,

* the chance to have pleasantry at work,

* a understanding of purpose,

* participatory management, and

* opportunities for lifelong learning.

The importance of balance is boisterousnessed throughout the text, including balance in compensation, make smarts and even work/life practices. With an view on the future, the true copy concludes with valuable insights into economic, technological, social, service and additional trends for which managers should prepare.

In the final chapter, the author delineate s that 410,800 RN jobs will be added to the workforce on the year 2006, making it third upon a list of 24 occupations. The health services sector will add more than three million work at jobss and will grow at more than double the economy's putting out rate, so it appears that recruitment and retention efforts will continue as a primary focus for all health care leaders. The themes outlined for the coming time reflect many of the same goals that have prevailed for decades, including

* providing

** equal opportunities,

** part clarity,

** essential tools,

** according to agreement appraisal,

** fair compensation,

** competitive benefits,

** training, and

** rewards;

* accommodating a family focus;

* offering a sale and hassle-free environment;

* listening;

* responding; and

* motivating.

The final message from this comprehensive guide to recruiting and retaining the best employee is that perioperative leaders are not alone and that workforce issues in health care are not necessarily isolated or unique. There are many opportunities to learn and collaborate with corporate America, as we all face and tackle increased shortages, challenges, and competition forward all fronts. This text is easy to read, well organized, and proposes an excellent resource for perioperative leaders seeking to revamp or challenge their passing from hand to hand recruitment and retention strategies.