Chapter 2
Literature Review
Introduction
The literature review that follows will focus on New Hope Valley’s high rate of turnover in their business. The literature will focus on two main points, 1) working conditions and turnover, and 2) employee recruitment and retention benefits. By using the literature, the researchers will be better able to diagnose retention problems and possible strategies to grow NHV and retain employees.
Presentation of the Literature Working Conditions. For Certified Nursing Assistant’s the work is not easy and the pay is not good and the profession's reputation (rightly or wrongly) leaves something to be desired. (Willging, 2007) Being a CNA can be a high stress career with high chance of injury. Moving and …show more content…
That comes out to $22,070 per year. (Willging, 2007) What administrators are left with are hardworking employees who are to care for important family members, monitoring health and well-being for little money. With Nursing homes are operating at paper thin margins already, they can’t afford to the higher wages they deserve. (Hargrave, 2008) The value of the work they do does not match the monetary earnings they receive.
Recruitment and Retention.
With high turnover rates a primary goal of those hiring is not only hiring qualified personnel, but retaining those personnel. With a project 19% increase in demand for long term care retaining will be essential. (Brannon, 2009) How do companies do this? It is not an easy task, but some have found ways to improve the quality of their hires and the ability to retain.
A major part of retaining employees is hiring the proper employees that will fit the culture of the company. One strategy is a group interview. A group …show more content…
It gives them an important work outside of patient care to develop personally. Mentorship can be seen as a leadership role and employees can begin to shine with the added responsibility while, giving the employer the benefits. Employees need to feel as if they have a voice and their hard work will take them somewhere in the organization. Part of the empowerment culture can be properly rewarding employees who work hard. It can be used as a retention strategy. A simple “thank you or "nice job goes a long way when showing appreciation to employees. By increasing technology you can empower employees. Increasing the amount of technology that the company uses will help make the job of a CNA easier and more productive. (Grenway, 2008) The technology will lead to more work getting done and satisfied workers that they could contribute.
In one study the idea of employee assisted housing was examined. One thing the study found was that “recruitment was hampered or compromised by the lack of affordable housing. Good, well-paying jobs went begging because applicants could not afford to live where they worked.” (Widjaja, 2009) As a solution some business opt for an Employee Assisted Housing Program or EAHP. EAHP offers assistance to employees to purchase a new home. With housing assistance the individual is more likely to stay working and with adequate housing possibly nearer to the workplace, the employee will no always be compelled
Literature Review
Introduction
The literature review that follows will focus on New Hope Valley’s high rate of turnover in their business. The literature will focus on two main points, 1) working conditions and turnover, and 2) employee recruitment and retention benefits. By using the literature, the researchers will be better able to diagnose retention problems and possible strategies to grow NHV and retain employees.
Presentation of the Literature Working Conditions. For Certified Nursing Assistant’s the work is not easy and the pay is not good and the profession's reputation (rightly or wrongly) leaves something to be desired. (Willging, 2007) Being a CNA can be a high stress career with high chance of injury. Moving and …show more content…
That comes out to $22,070 per year. (Willging, 2007) What administrators are left with are hardworking employees who are to care for important family members, monitoring health and well-being for little money. With Nursing homes are operating at paper thin margins already, they can’t afford to the higher wages they deserve. (Hargrave, 2008) The value of the work they do does not match the monetary earnings they receive.
Recruitment and Retention.
With high turnover rates a primary goal of those hiring is not only hiring qualified personnel, but retaining those personnel. With a project 19% increase in demand for long term care retaining will be essential. (Brannon, 2009) How do companies do this? It is not an easy task, but some have found ways to improve the quality of their hires and the ability to retain.
A major part of retaining employees is hiring the proper employees that will fit the culture of the company. One strategy is a group interview. A group …show more content…
It gives them an important work outside of patient care to develop personally. Mentorship can be seen as a leadership role and employees can begin to shine with the added responsibility while, giving the employer the benefits. Employees need to feel as if they have a voice and their hard work will take them somewhere in the organization. Part of the empowerment culture can be properly rewarding employees who work hard. It can be used as a retention strategy. A simple “thank you or "nice job goes a long way when showing appreciation to employees. By increasing technology you can empower employees. Increasing the amount of technology that the company uses will help make the job of a CNA easier and more productive. (Grenway, 2008) The technology will lead to more work getting done and satisfied workers that they could contribute.
In one study the idea of employee assisted housing was examined. One thing the study found was that “recruitment was hampered or compromised by the lack of affordable housing. Good, well-paying jobs went begging because applicants could not afford to live where they worked.” (Widjaja, 2009) As a solution some business opt for an Employee Assisted Housing Program or EAHP. EAHP offers assistance to employees to purchase a new home. With housing assistance the individual is more likely to stay working and with adequate housing possibly nearer to the workplace, the employee will no always be compelled