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Many nurses are continuing to work past the average retirement age and this could have a significant impact on the feared risk of a nursing shortage. For recruiters and HR leaders, this means increased flexibility when working on long-term strategic planning.
People who accept personal accountability don't need someone else looking over their shoulders or pressuring them into behaving a certain way — they do it because it's a reflection of their personal values. Try these strategies to make your health care workers personally accountable.
A painful vacuum looms as baby boom execs retire without preparing a new generation of leaders.
Every year, Ochsner Health System in New Orleans handpicks a dozen or so recent health care MBA graduates to enter its administrative residency program. The fellows spend a year rotating through different divisions in the system.
After the year is up, some participants clearly don’t fit the roles they had set out to fill.
Foreword by Dana Naquin, health care marketing manager, CareerBuilder:
Time and again, research shows that nurses want more training opportunities. Studies have also proven that nurses aren’t the only ones who benefit from increased training and development: The organizations for which they work, the patients they treat, and the community at large benefit as well. This is particularly true of nursing leaders, who can help organizations by taking a more proactive role in patient care and, in effect, improving quality and bolstering the bottom line.
How does the generation gap in health care affect hospitals and their physician and nursing staffs? More importantly, what can health care employers do to make these effects positive?
ABOUT THIS SERIES: H&HN’s bimonthly “Generations in the Workplace” series focuses on the challenges of four generations of employees working side by side in the hospital. Over the course of 2013, H&HN examined their different expectations and work habits, and what it takes to maintain a spirit of good will and cooperation.
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