Case study paper to strenghten the orientation process for new hired RN’s Homework Help

As a new head nurse, one of your goals is to reduce attrition. You plan to do this by increasing retention, thus reducing costs for orienting new nurses. You believe that a new orientation process will increase retention and provide a more stable staff for your unit. In reviewing exit interviews, you note that new employees seldom develop a loyalty to a unit but instead use the unit to gain experience and move on to another unit. You believe that one difficulty with socializing new employees might be your unit’s orientation program. The hospital allows 2 weeks of orientation time (80 hours) and the new employee is not counted in the nursing care hours.

These are referred to as nonproductive hours and are charged to the education department. Your unit has the following 2-week orientation schedule:
Strengthening the Orientation Process (p 2)
Week one:

Assigned to shift they will work with supervision
Following this schedule, the new nurse is expected to function at 75% productivity for 2–3 weeks and then perform to full capacity as an RN. The exception to this is

the new graduate (RN) orientation. These new nurses spend one extra week on a 7a.m. –3:30 p.m. shift then are assigned to their shift. At this time they are counted as

staffing hours.
Your nursing administrator has stated that you may alter the orientation program in any way you wish as long as you do not increase the nonproductive time and you

ensure that the employee receives the information necessary to meet legal requirements and to function safely
Review the articles below and devise a way to strengthen the new nurse orientation program for your unit. What costs are related to nurse turnover? What are the

benefits of nurse retention? Outline your plans and give rationales for your decision.