英语论文网

英国国民健康服务(NHS)经历了一个敏感期——缺乏合格的护士。这将成为保留在政治议程上的问题。护士短缺是英国医院一个最大的问题。医院现在更重视保留当前注册的熟练员工。要做到这一点是一个艰难的过程,他们需要深入了解护理人员的需求和希望。管理人员必须知道什么可以促使护士留下来。从这一点来看,许多医院实施一些让护士人员留下来的措施或退出调查以便了解护士离开的原因。

根据Seccombe和史密斯(1997)调查显示,从1987年到1995年,九年内护士培训由每年19600人到每年14200人逐渐下降。1991年人口普查的研究(1995年雷德)与护理资格证明,在英国从事护理专业工作的人群中，只有68%的人有护理资格证。调查还发现,余下的16%的人群还有另外一个职业,15%的人群在做无偿工作。

Chapter 1

Introduction

1.1 Background:

British National Health Service (NHS) has experienced a sensitive shortage of qualified nurses. This has placed retention issues on the political agenda. Nursing shortage is one of the greatest problems for the hospitals in the UK. Hospitals are placing greater importance on retaining their current registered skilled staff. It’s a difficult process and to do this they required to have deep knowledge of the needs and wants of the nursing staff .Management have to know what motivates nurses to stay. From that point of view, many hospitals carry out retention or exit surveys to understand the causes of leaving.

According to Seccombe and Smith (1997), from 1987 to1995, within nine years nurse training fell gradually from 19,600 to 14,200 per year. An study (Lader 1995) of the 1991 Census proved that only 68% from them with nursing qualifications in U.K were actually working in nursing profession. Also the research found that 16% of the remaining were working in another profession and 15% out of paid work.

Vacancy rate in NHS is very high now. Because of poor recruitment and retention system NHS have been forced to operate with vacancy rates for registered nurses up to 20% which was national vacancy rate of around six thousand six hundred in 1996(Review body for Nursing Staff 1997, cited by Maylor et al. 2000). Suggett (2003) reported that Wandsworth Primary Trust care has 15% vacancy rate for the nursing post at present and same vacancy rate exist for Health Care Assistants. Lowest vacancy rate(8%) exist for Allied Health Professionals. Nursing have the highest vacancy rate (35.9%) of the current labor force within the Trust.

Gray and Phillips(1996) said currently NHS facing turnover and it stands at around 14% per annum for registered nurses (RGNs). Supported by (Seccombe and Smith,1997), he also added that it was far higher for nurses who have finished their training in recent times. Research found on turnover which supports these statistics, with around 40% of nurses had a great intention to leave nursing job from NHS within the next three years (Beishon et al., 1995). The reality is that turnover is maximum for nurses under 35 years of age. Hence it is an important economic problem, considering the standard cost of ￡50,000 that taxpayers pay to train a RGN(Audit Commission, 1997).

Suggett(2003) said from April 2002 to March 2003, statistics report showed that nursing post has turnover rate of 16.3%. Also Allied Health Professionals had 25.2% and Health Care Support Workers had 11% turnover rate. He also said that it was a big issue for the Trust because huge proportions of recruits left the job within tw本论文由英语论文网提供整理，提供论文代写，英语论文代写，代写论文，代写英语论文，代写留学生论文，代写英文论文，留学生论文代写相关核心关键词搜索。