Impact of Recruitment Practices on Employee Retention: A Case Study of Community Nurses in the NHS
This dissertation is based on evaluating the effect of recruitment practices on the retention rate of an organisation. The study focuses on the health sector on NHS and analyses the reason for the high turnover rates of the NHS nurses. Thus, the report is dedicated to the analysis of secondary qualitative and quantitative in finding the effect of the recruitment practices on retention rate in NHS nurses. The report shows the recruitment practices of NHS and the possible reasons for their high turnover.
The study has allowed evaluation of the recruitment and selection practices that have an impact on the retention of the community nurses in the NHS. The reasons of increasing employee turnover or lack of retention as found in the research are; poor recruitment planning, the wrong expectation of job roles and responsibilities, ineffective communication of job roles, and lack of use of technology to express the company’s culture, norms, and facilities. The high turnover rate is linked to the recruitment practices using the literature review of the past studies. The study found a difference in the actual practices and advertised practices of National Health Services.
This is one of the many reasons the NHS nurses are dissatisfied in their workplaces. In the NHS, internal recruitment effectiveness is a primary driver of motivation of nurses and consequently to their retention. The study suggests areas for improvement in the recruitment practices in terms of addressing diversity, regional shortcoming, technology usage, internal recruitment effectiveness, national and international recruitment, and demographic balance.
- To explore the impact of recruitment on retention in the NHS
- To evaluate the existing recruitment practices that drive the retention of NHS nurses
- To make appropriate recommendations for effective recruitment practice that contribute to the retention of community nurses in the NHS
- To achieve the research objectives, the following research questions are set:
- Research Question 1: What are the recruitment practices for community nurses in the NHS?
- Research Question 2: How the existing recruitment practice are relevant to employee retention on NHS focus?
- Research Question 3: Which of the best recruitment practices should NHS adopt that retain in the NHS?
1 – Introduction
Background of the study
Purpose of research
Research questions and objectives
Rationale of research
2 – Literature Review
Human resource management
Sources of recruitment
Methods of recruitment
Initial screening and application form
Assessment centres and psychological testing
Employee Retention factors
Compensation, reward and recognition
Promotion and work-life balance
Training and development
Job motivation and satisfaction
Job characteristic model
Herzberg motivation theory
Job satisfaction and employee retention
3 – Research Methodology
Research design and approach
Research approach: Inductive vs deductive
Data collection and sources
4 – Data Analysis
Community nursing expectations framework
Community nurses as a proportion of the total workforce
Demographics of community nurses
Workforce statistics and shortfalls of community nurses
Percentage change in community nurses
Joiner and leaver of community nurses
Turnover rate for community nurses
Workforce nationality and overseas employees
HR planning context
Recruitment and selection practices
Retention practices and Rate at NHS
Retention issues and challenges for community Nurses NHS
5 – Result and Discussions
Summary of quantitative and qualitative findings
Evaluation and discussion of results
6 – Conclusion and Recommendations
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