Employee turnover in registration Health, Medicine Research Paper (Research Paper Sample)
This is a research paper based on my findings. I chose the topic of
employee turnover due to my department having a high turnover rate.
A quick background is I work at a hospital and my department is
registration (collecting demographics, verifying insurance for both
the emergency room and outpatient imaging and lab.
I created a survey and asked my co-workers to answer it. I only
received back 11 responses but I included it here. I also included the
termination statistics from my job. What needs to be done is
providing possible solutions to help reduce the employee turnover
rate for registration at the hospital.
Healthcare: Employee Turnover in the Registration Department
Healthcare: Employee Turnover the Registration Department
Apart from the disruption of schedules and activities, staff turnover represents a critical concern for organizations because it becomes costly to replace competency and experience, to re-impart new skills, and to account for foregone efforts. Other interests include rebuilding reputation as a dependable employer and appeal to the best talent across various disciplines. More so, the issue is profound when the organization under consideration operates within the healthcare sector, within which employee recruitment and retention strategies are expected to be at their utmost to achieve optimal patient outcomes. It is common knowledge that managers have to seek ways of retaining their most skillful staff through both conventional and innovative ways. The first approach towards ensuring a decline in the staff retention rate is examining the underlying problems compelling team to move on. The issues could be either internal to the organization or inspired by external factors, for instance, industry-based factors like ineffectual legislation. In the healthcare sector, employee turnover has a considerable impact on client contentment and therapy outcomes. Hospital managements have to make employee retention their top priority through reexamining the present talent management processes to ascertain that they recruit the right people for appropriate roles and only hire personnel that has a higher probability of staying for the long-term.
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