Strategies for Recruiting and Retaining an Effective Nursing Workforce in Nigeria

Abstract

This paper discussed the ways of managing recruitment and retention problems in order to guarantee optimum and well motivated health workforce. The demand and supply of Health Human Resource (HHR) with particular reference to nurses is affected by economic pressure, managed care and market led reforms, sociocultural and political influence. The supply of nurses is influenced by changes in the health care system, nursing education, economic condition and nurses' demographics. The strategies for recruiting and retaining an effective nursing workforce may also guide nursing leaders in developing their future recruitment and retention efforts and resource allocation, especially nursing position allocation in financially tight times. Vacancy rates and occupational turnover were identified as basic indicators of Health Human Resource (HHR) policy and planning. Consequences of recruitment and retention problems were identified to include adverse effect on quality of care and cost. It was noted that policy intervention is crucial to keep nurses in the workforce and to improve recruitment. Also identified were policy options used to retain and develop the nursing workforce, some of which includes: policies targeting personal characteristics of nurses, monetary incentives, non-monetary incentives, contextual factors, reducing violence in the workplace and leadership. In conclusion, it was noted that health workers function in a situation of resource scarcity of all kinds. Unfortunately, in resource poor countries, financial reward is likely to assume more importance than in richer countries.