Judy* and Jane* are two nursing directors from facilities that use shared governance and nurse-managed health clinics (NMHC) models, respectively. Based on Judy, the shared governance model offer a chance for shared decision-making among RNs and physicians. From an HR perspective, this model enables Interprofessional collaboration to achieve ultimate staffing needs. That is, the model is a multi-faceted concept that allows for active discussions on the number and qualifications required during the recruitment process (Porter-O'Grady, 2014).
Contrarily, under NMHC, Jane runs an RN practice arrangement that requires an APN leadership. This special program aims at providing comprehensive care needs for vulnerable and underserved populations. From an HR perspective, NMHCs consider hiring and retaining practitioners with skills that can restructure primary care delivery. Thus, the model helps Jane’s HR department to scout for professionals with shared goals in disease management and care coordination, among other practices (Haney, 2010).
However, both Jane and Judy face the following barriers and challenges to effective staffing in their respective organizations. On one hand, it is hard for Judy’s organization to find the right career-mix per the required categories. The lack of an adequate skill mix implies a visible shortage in the RN-patient ratio. Jane’s organization also faces the same barrier. However, in her case, the HR department finds it hard to recruit APNs and RNs that meet the organizational qualification needs (White, 2015).
That said, it would be essential for both organizations to utilize some of the effective recruitment strategies that ensure appropriate skill match. For instance, both Judy’s and Jane’s organizations could consider using referrals and placements as adequate recruitment platforms. Also, Judy’s organization could bank on the shared governance model as a collaborative measure that allows for discussions on career-mix (White, 2015).
References
Haney, C. (2010). Evolving Models of Care Delivery. Silver Spring, MD: American Nurses Association.
Porter-O'Grady, T. (2014). Overview and Summary: Shared Governance: Is It a Model for Nurses to Gain Control Over Their Practice? Online Journal of Issues in Nursing, 9 (1).
White, D. (2015). Predictive Analytics: Science Answers Healthcare Staffing Challenges. San Diego, CA: AMN Healthcare.
