A Program for Reducing the Resignation Rate of New Nursing Staffs within the First Year in a Hospital
林育靜(Yu-Ching Lin)；高美華(Mei-Hua Kao)；楊愛伶(Ai-Ling Yang)；楊雪絹(Hsueh-Chuan Yang)；陳春蓮(Chun-Lien Chen)
新進人員 ； 教育訓練 ； 離職率 ； New nursing staffs ； Education training ； Resigned rate
|Volume or Term/Year and Month of Publication||
7卷2期（2013 / 07 / 01）
13 - 24
High resigning rate of new nursing staff is harmful to nursing practice quality. Thirtyfive percent of new nursing staff resigned within one year in the observed delivery room. According to an investigation into current status, the reasons leaded to high resigning rate are concluded as follows: incomplete new nursing staff training system, not up-todate nursing staff's learning licenses and experiences, inconsistency in preceptors, insufficient or not identical preceptors and bad communication between preceptors and new staff. This project aims to reduce new staff resigning rate below 22% in the observed delivery room in one year. The methods include revising training system and learning licenses, formulating guidance methods of preceptors, increasing numbers of preceptors, establishing consistent preceptor regulation, holding preceptors and new staff meetings and conferences of new staff regularly. This project was carried out between January 1st of 2011 and January 31th of 2012. Rate of new staff resigning decreased to 0% from 35% and, furthermore, there were no patient's safety events during the period. Furthermore, there were 9 service quality complaints reduction, 700 working hours decreased, consistency of guidance methods increased by 28.6%, completion of learning licenses increased by 40%. Overall, there is improvement in all aspects evaluated. Hospitals or clinics with high resigning rate can therefore design training program for new staffs according to this project to reduce resigning rate.
醫藥衛生 > 社會醫學