Analyzing and Reducing Employee Turnover in the Healthcare System

This project delves into the issue of employee turnover within the healthcare system, highlighting its significant impact on organizational revenue and the quality of care provided. It explores the underlying reasons for turnover, emphasizing the importance of developing effective measurement strategies for improved management. The project rationalizes the need to address turnover by focusing on employee feedback and improving working operations. Professional expectations include gaining knowledge of employee turnover's importance and how HR systems can foster motivated abilities. The feasibility of the project is strong, with objectives to analyze turnover costs, identify reasons, and recommend strategies for reduction. The project schedule outlines activities across four weeks, including objective setting, primary and secondary research, and final result analysis, with a risk management plan in place. Research will involve exploring internet sources, journals, and books to gain informative data. This study emphasizes mitigation strategies and provides a comprehensive understanding of employee turnover within the healthcare system. Desklib provides similar solved assignments for students.

Producing the Capstone
Project

Project description: The project discusses employee turnover in Healthcare system, as it costs
turnover to increase costs of organization revenue due to lack of growth opportunities by
organization to worker. Project will discuss employee turnover reasons in healthcare system,
importance to develop measures behind measuring it for improved management. Employee
turnover impacts the delivery of better care services, treatments timely delivery being given and
quality care availability within healthcare needs (Alharbi, Mustafa & Benoy, 2022).
Project rationale: The rationale behind project is that employee turnover is that employee
turnover impact healthcare services extensively, and impacts overall health care goals
extensively. Project rationale can be analyzed that for reducing employee turnover, it is essential
to take care of effective response from the employees and attain timely feedbacks from
workforce. It enables to generate analysis of potential issues, improve working operations within
healthcare systems and strengthen up employee turnover diversely.
Professional expectations: By developing this project, new professional expectations can be
attained such as knowledge based on employee turnover importance for healthcare system. New
productive concepts about employee turnover, can be acknowledged and how HR system can
develop new changes for enabling motivated abilities (Fulmore & et.al, 2022). The project will
enable to determine importance of new strategies, for harnessing stronger retaining pace among
workforce.
Feasibility: The feasibility of project is strong and successful outcomes can be obtained, as it
will enable effective working results behind employee turnover to be evaluated. Healthcare
system is wide, and new vision has to be framed for strengthening improvement towards
employee turnover. The project will also specifically focus on healthcare system rise in cost
factors, with increase in employee turnover and how it impacts abilities.
Objectives:
 To analyze employee turnover cost organization revenue within Healthcare system
 To identify reasons of employee turnover within Healthcare system.
 To recommend new strategies for reducing employee turnover in healthcare system.
Prototype:

Project will be summarized in format of identifying specific reasons behind employee turnover,
recommendation of new strategies for reduced employee turnover will be focused on. The
project will shed focus on gaining information about employee’s experiences, based on specific
functional knowledge pertaining employee turnover. Study will also shed light on new strategies
to mitigate
Project schedule: The project will be scheduled to be performed from 1st may 2022.
ACTIVITIES Week 1 Week 2 Week 3 Week 4
Preparing
objectives of
project
Setting primary
research
Developing
secondary
research within
Healthcare
system
Analyzing final
results
Risk management: Contingency plan will be formed up, by forming risk management for project
to be successful, and also risk management schedule shall be formed for strengthening competent
abilities. The proper usage of resources, timeline and stakeholders will be focused on for
strengthening risk management effectively (Tabur & et.al, 2022)
Research: Internet, journals, business books and magazines will be explored within project for
gaining informative data about Employee turnover in healthcare system. The secondary research
system and primary research system will be analyzed, to attain informative and competent
knowledge. Employee turnover within healthcare system will be explored, as it forms one of the
main specific parameter.

REFRENCES
Books and Journals
Alharbi, F. S., Mustafa, Z., & Benoy, M. (2022). Nurses Turnover: Retention of the Staff. Open
Journal of Nursing, 12(3), 199-219.
Fulmore, J. A & et.al. (2022). Reducing employee turnover intentions in the service sector: The
connection between human resource development practices and employee
engagement. Human Resource Development Quarterly.
Tabur, A & et.al, (2022, March). Anxiety, Burnout and Depression, Psychological Well-Being
as Predictor of Healthcare Professionals’ Turnover during the COVID-19
Pandemic: Study in a Pandemic Hospital. In Healthcare (Vol. 10, No. 3, p. 525).
MDPI.