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Learning Objective 1: The learner will be able to understand reasons for resignation of nursing staffs working at Department of Internal Medicine.
Learning Objective 2: The learner will be able to understand the effectiveness of the institutional measures to minimize the turnover of nursing staff..
Methods: The guidelines for departure interview were established based on resignation application form and novice nursing staff’s work report. Novice nursing staffs were interviewed via telephone. The reasons for resignation were summarized: 1. novice nursing staffs’ unfamiliarity with clinical operation; 2. poor stress coping skills; 3. lack of communication skills; 4. incomplete consulting system.
Results: The results revealed that the turnover rate of novice nursing staffs working at Department of Internal Medicine was reduced from 33 percent to 14 percent in 2008.
Conclusion: The retention of novice nursing staff is the major focus of human resource management. Manpower loss may do harm to care quality and affect operating costs and work efficiency of a hospital. With the team cooperation, the director of the Nursing Department improved the problem-solving skills. Most importantly, the change in consulting system can better assist novice staff in identifying professional role, enable novice staff to perceive their professional value, and further increase their willingness to retain the job. It is hoped that the sharing of the project can be provided as reference to the retention strategies of nursing care managers. It is advised that future studies can probe into cost-effectiveness of nursing staff and nursing productivity.