Abstract
To map the sub processes related to turnover of nursing staff and to investigate and measure the nursing turnover cost. This is a descriptive-exploratory study, classified as case study, conducted in a teaching hospital in the southeastern, Brazil, in the period from May to November 2013. The population was composed by the nursing staff, using Nursing Turnover Cost Calculation Methodology. The total cost of turnover was R$314.605,62, and ranged from R$2.221,42 to R$3.073,23 per employee. The costs of pre-hire totaled R$101.004,60 (32,1%), and the hiring process consumed R$92.743,60 (91.8%) The costs of post-hire totaled R$213.601,02 (67,9%), for the sub process decreased productivity, R$199.982,40 (93.6%). The study identified the importance of managing the cost of staff turnover and the financial impact of the cost of the employee termination, which represented three times the average salary of the nursing staff.
Highlights
Nursing Turnover is a global concern, its definition and measurement vary according to the authors used(1-2)
The turnover rate was lower - MD 0.99% - than those presented in 37 general unsealed hospitals, participants of Hospital Quality Control (HQC) MD 2.17% - over the same period(13)
Turnover is a multifactorial event, there is not a number that defines this ideal rate, since it depends on the individuality of each institution and the external market(11). Taking these aspects into consideration, it is expected that the turnover rate does not reach levels that lead to compromised quality, rising costs and patient safety
Summary
Nursing Turnover is a global concern, its definition and measurement vary according to the authors used(1-2). It is defined and presented in literature in different ways, as the fluctuation between the hiring and termination of employees(3), or just by the number of employees terminated in relation to the number of employees who work at the institution(4). There is a lack of consensus regarding the optimal rate of turnover, but what must be considered is that there should not be losses to the harmony of the institution. When this value is null, it demonstrates a stagnation of the institution, and if this rate is high, it leads to losses in productivity(6). It is considered that an optimal turnover rate would be one in which the institution can retain their quality staff, replacing those with poor performance(3)
Sign-in/Register to view highlights & summary Talk to us
Join us for a 30 min session where you can share your feedback and ask us any queries you have
Schedule a callDisclaimer: All third-party content on this website/platform is and will remain the property of their respective owners and is provided on "as is" basis without any warranties, express or implied. Use of third-party content does not indicate any affiliation, sponsorship with or endorsement by them. Any references to third-party content is to identify the corresponding services and shall be considered fair use under The CopyrightLaw.
