Employee orientation as a recruitment retention tool : Developing an employee orientation manual for the haemodialysis unit
Mikkonen, Ida (2009)
Jyväskylän ammattikorkeakoulu
2009
All rights reserved
Julkaisun pysyvä osoite on
https://urn.fi/URN:NBN:fi:amk-200906053720
https://urn.fi/URN:NBN:fi:amk-200906053720
Tiivistelmä
The objective was to plan, develop and produce a research-based employee orientation manual for the haemodialysis unit of Central Finland Central Hospital. The purpose of the manual was to ease and quicken the learning process of new employees in their path to independently providing haemodialysis treatment.
The haemodialysis unit had an existing orientation program, and therefore the objective was delimited to an employee orientation manual that only includes the central nursing interventions directly involved with the haemodialysis care of the unit. ‘Employee orientation’ and ‘haemodialysis’ were chosen as the main theoretical concepts in the framework of the thesis. Because of the prevailing shortage of professional work force in the health care sector, the importance of employee orientation was studied and analysed from the recruitment retention point of view. Theory of good quality guidance material was added to the contents to guarantee a clear and inspiring image.
The employee orientation manual includes brief written instructions and illustrations on how to carry out haemodialysis treatment. The manual’s usability was evaluated by the unit’s staff nurses. The manual was conducted in electronic format and stored in a memory stick as well as in the organisation’s intranet. It was vital to make the manual easily accessible, and in a commonly known format for updating purposes.
The unit’s staff members took the responsibility for updating the manual continuously according to current working policies. The manual will be tested on the next newcomers and developed according to the feedback by the staff nurses. The reviewed literature clearly indicates that by creating a modern employee orientation programme, nursing staff turnover rates can be decreased.
The haemodialysis unit had an existing orientation program, and therefore the objective was delimited to an employee orientation manual that only includes the central nursing interventions directly involved with the haemodialysis care of the unit. ‘Employee orientation’ and ‘haemodialysis’ were chosen as the main theoretical concepts in the framework of the thesis. Because of the prevailing shortage of professional work force in the health care sector, the importance of employee orientation was studied and analysed from the recruitment retention point of view. Theory of good quality guidance material was added to the contents to guarantee a clear and inspiring image.
The employee orientation manual includes brief written instructions and illustrations on how to carry out haemodialysis treatment. The manual’s usability was evaluated by the unit’s staff nurses. The manual was conducted in electronic format and stored in a memory stick as well as in the organisation’s intranet. It was vital to make the manual easily accessible, and in a commonly known format for updating purposes.
The unit’s staff members took the responsibility for updating the manual continuously according to current working policies. The manual will be tested on the next newcomers and developed according to the feedback by the staff nurses. The reviewed literature clearly indicates that by creating a modern employee orientation programme, nursing staff turnover rates can be decreased.