UKEME A. UDOH WORK-FORCE INTEGRATION. The process of finding and hiring the best-qualified candidate...
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Transcript of UKEME A. UDOH WORK-FORCE INTEGRATION. The process of finding and hiring the best-qualified candidate...
ISSUES AND TREND IN NURSING : ESSENTIAL KNOWLEDGE FOR
TODAY AND TOMORROW
UKEME A. UDOHWORK-FORCE INTEGRATION
RECRUITMENTThe process of finding and hiring the best-qualified candidate (from within
or outside of an organization) for a job opening, in a timely and cost
effective manner. (Business Dictionary, 2012)
REASON FOR INTERNATIONAL RECRUITMENT OF NURSES
(GLOBAL NURSING WORKFORCE) *Disparities between supply and demand
of nurses from country to country Inconsistent planning for nursing
workforce needs from country to country Aging nurse workforce Aging population A solution to nursing skill shortage in
some countries (Roux & Halstead, 2009)
ETHICAL DILEMMA/ISSUES IN INTERNATIONAL NURSE RECRUITMENT
Discrimination Underutilization- Nurses working in assistive roles in some
host countries Reception/integration of nurses by colleagues in host country Migration adding to shortage in developing countries Impact of migration on developing countries heath care
system Recruiting nurses who were educated at the expense of the
national government. Creating a brain drain of professional workers Are the nurses meeting the health care need of the
developing country
ETHICAL NURSE RECRUITMENT
1.Transparency
2.Fairness
3.Mutuality of benefits for the countries involved.
4.Credible nursing regulation
5.Effective human resources planning and development
6. Access to full employment
7. Good faith contracting.
8. Equal pay for work of equal value
9. Access to grievance procedures
10. Safe work environment
11. Effective orientation/mentoring and supervision
12. Freedom of movement
DEVELOPING AN ETHICAL INTERNATIONAL NURSE RECRUITMENT PLAN
Choose from countries not at risk for severe shortage for example is hiring nurses from Canada, UK, and new Zealand as supposed to Nigeria, Zimbabwe and India (Stewart, Darlene & Clark, 2007)
Is language going to be an issue? Is there a built in community for RN’s from targeted
countries in your area to ease assimilation Is there a welcoming culture among current staff Create an environment to help retain new recruits-
climate, activities, religious institution, social activities, educational opportunities, sports
FOREIGN NURSES PRACTICING IN THE US
Meet the educational requirement-Furnish proof that they have a BSN in nursing with at least 2 years of nursing practice & clean criminal record
Pass an English language proficiency test- TOEFL ( Test of English as a foreign language), TOEIC (test of English for international communication),IELTS ( International English language testing system)
Pass the NCLEX Find a recruiting agency or US based employer Get an RN immigrant visa/green card Get an RN visa interview/ medical examination Accept the job offer and take employment medical exam Get a resuscitation certification/ ACLS, BLS, PALS
HOW CAN THE PROFESSION REASSURE EMPLOYERS THAT INTERNATIONAL
NURSES MEET THE STANDARDS REQUIRED FOR NURSING PRACTICE IN
THE USA.
Knowing what employers are looking for when they are hiring both nationally and internationally
Getting clinical managers as part of the interview process when hiring IENs
Adopting a Pre-screening measure. Pre-employment checks Furnish proof of classes, certifications and
CE’s taken by new hires
RESPONSIBILITY THE EMPLOYER HAVE TO ENSURE NURSES ARE MEETING THE
COMPETENCY STANDARD FOR SAFE AND EFFECTIVE NURSING PRACTICE
Getting nurses involved in continuous education, yearly mandatories and the creating awareness
of the legality of their practice (Austin, 2008)1. Importance of following the nursing process2. Administer medication properly3. Monitor & report for deterioration4. Communicate effectively i.e. SBAR5. Delegate responsibly6. Document in a accurate & timely manner7. Know and follow facility policies and
procedures8. Use equipment properly
RESPONSIBILITY THE PROFESSION HAVE TO ENSURE NURSES ARE MEETING THE
COMPETENCY STANDARD FOR SAFE AND EFFECTIVE NURSING PRACTICE ("Current
nursing," 2010) 1.Quality of Practice 2. Education 3. Professional practice evaluation 4. Collegiality 5. Collaboration 6. Ethics 7. Research 8. Resource Utilization 9. Leadership
KEY BENEFIT OF ETHICAL INTERNATIONAL RECRUITMENT
1. Continuity in the delivery of high standard of patient care
2. Maintenance of safe levels of care3. Retention of local staff4. Diversity in the workplace
VIDEOS
Interview with senior consultant, nursing recruitment and retention:
http://www.youtube.com/watch?v=uVTpU58dCVM
Shortage of nurses is worldwide, but worst in poorer nation video:
http://www.youtube.com/watch?v=PpZWMPUgUdk
References
Austin, S. (2008). Lippincott. Retrieved from http://www.nursingcenter.com/prodev/ce_article.asp?tid=777004
Business Dictionary. (2012). Recruitment. Retrieved from http://www.businessdictionary.com/definition/recruitment.html
Roux, g., & Halstead, J. A. (2009). Issues and trends in nursing. Sudbury: Jones and Bartlett Publishers, LLC.
References
Stewart, J., Darlene, C., & Clark, P. (2007, August 7).Migration and recruitment of healthcare professionals: Causes, consequences and policy responses. Retrieved from http://focus-migration.hwwi.de/The-Migration-and-Re.2496.0.html?&L=1
Current nursing. (2010, December 22). Retrieved from http://currentnursing.com/nursing_management/nursing_standards.html