A Magnetic Strategy for New Graduate Nurses

Diana Halfer, MSN, RN

Disclosures

Nurs Econ. 2007;21(1):6-11. 

In This Article

Introduction

With a forecasted national nursing shortage that will become severe over the next decade, nursing leaders are looking for approaches that will attract and retain the newest generation of nurses. These newcomers are searching for employers that will provide the financial and professional support needed to launch them on successful professional careers. The transition from student to professional nurse is a critical change of roles that encompasses a variety of career milestones in the first post-graduate year. These milestones include becoming licensed as a registered nurse, selecting one's first employer and areas of practice specialization, establishing oneself as a health care team member, acclimating to a new job and organization, and becoming confident in one's clinical skills. In addition, some new graduate nurses will face moving away from home for the first time, learning to manage their own finances, and finding their way around a new city and making new friends. The following case study describes how one urban, MagnetAE-designated pediatric academic medical center introduced an RN internship program to nurture new graduates in building their pediatric careers. The business impact of developing a magnetic strategy to attract and retain new graduate nurses will also be discussed.

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