The role of the SHRM has covered a wide spectrum of responsibilities in the recruitment and selection of staff for the healthcare organization. Ideally, the SHRM takes a look at hiring at a more strategic level to ensure that they acquire qualified personnel to meet the workforce demands. They have established several qualifications for retaining talents. For instance, the personnel have to meet minimum requirements for credentialing, which are credentialing schools and any residency program. The SHRM has to maintain balance and effectiveness in its responsibilities to select the right talents in order to meet the organization’s strategic objectives and goal (Daley, 2012).
The nursing shortage has existed for years, which has led to foreign nurses working all over the world. However, as nursing continues to advance, the current shift to workforce diversity encountered several challenges (Zhang and Stewart, 2017). Healthcare organizations are working to promote workforce diversity to solve the problem of the nursing shortage. Migrating to another country to work can be overwhelming due to discrimination, language barriers, and the inability to make new relationships as well as adjusting to the new healthcare system.
Effective International human resource management strategies are required to achieve effective nursing practices, increased workforce diversity, and reduce cultural barriers. For instance, training a foreign nurse profession on cultural differences may reduce cultural barriers. Organizations should integrate similar healthcare systems and international educated nurses to foster quality care and proper training. National Council Licensure Examination (NCLEX), among other minimum requirements, should be standardized to ensure that all the nurses can practice nursing all over the world and offer international licenses for the nurses.
Employment legislation acts
Considerably, the foreign healthcare professional in the United States has been licensed to practice nursing in the State. This means that the employment legislation acts will apply to foreign health professions. They accrue the same benefits and rights that protect each health professional as long as they have been licensed and meet the requirements according to the legislative acts.
Diversity is the reality that is brought about by groups and individuals from broad aspects of philosophical and demographic differences. Diversity, therefore, means knowing how to connect with the conditions and qualities of different individuals (Zhang and Stewart, 2017). These may include ethnicity, age, class, gender, sexual orientation, race, religious status, geographical location, educational background, marital status, as well as work experiences. This is about understanding and going beyond embracing and tolerating the rich differences that are recognized in each individual.
LEARN and ASK mnemonics.
Learn and Ask mnemonics have been essential techniques that a nurse practitioner can use to develop their nursing practices. Considerably, the learn model has been designed to help the patient gain better knowledge that is required for their care (Shepherd et al., 2016) This has been effective for the patient and the care provider to communicate effectively with each other and come up with the most appropriate treatment plan with the patient consciousness. On the other hand, the Ask Model has been designed to educate the health professionals in manageable elements in areas such as professional skills, attitude, and knowledge. This has educated health professionals through a new perspective that has reflected the expectations of every professional.
Daley, D. M. (2012). Strategic human resources management. Public Personnel Management, 120-125.
Shepherd, H. L., Barratt, A., Jones, A., Bateson, D., Carey, K., Trevena, L. J., … & Entwistle, V. (2016). Can consumers learn to ask three questions to improve shared decision making? A feasibility study of the ASK (AskShareKnow) Patient–Clinician Communication Model® intervention in a primary health‐care setting. Health Expectations, 19(5), 1160-1168.
Zhang, C., & Stewart, J. (2017). Talent management and retention.
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