Milestone Five: Implementation
Milestone Five: Implementation
Diamond D. Simmons
HCM-700
May 1, 2022
Dr. Urmala Roopnarinesingh
2 Milestone Five: Implementation
Milestone Five
Introduction
In the implementation phase, the factors all come together. The needs- and resources-
assessment process drives the planning process, which consists of the development of goals
and objectives and the mobilization of resources, and in turn, establishes the focus and
structure of program design[ CITATION Agu22 \l 1033 ]. The implementation process of the
Nursing Retention and Recruitment program for the ER department at Darnell Army Hospital
will be conducted in five steps. These five steps will include creating a vision for the
implementation of this program, selecting the team that will help with the program,
scheduling meetings with the stakeholders, interviewing and hiring, and lastly evaluating
whether the objectives of the program were met.
Activities and Sequence
Step one in the implementation of this program is to design the vision for the
recruitment and retention program. To recruit the needed nursing staff so that the quality of
patient care can remain of the utmost importance. To create a positive work environment that
fosters and supports professional growth and development. To create a work environment where
the nursing staff feels as though they are heard when it comes to their complaints and concerns.
Step two will be scheduling the meetings between the program lead and the stakeholders,
including hospital executives, to talk about budgeting, hiring, and possible incentives that will be
put into place within the coming months. Before this stage, the current nursing staff will be given
surveys. These surveys will be asking what more they need from the program, their concerns
with the organization, and what incentives they would like to see implemented. Those surveys
3 Milestone Five: Implementation
will be analyzed, and the top requests and concerns will be documented. During this meeting
those surveys will be brought forth to the stakeholders showing what the current nursing staff
would like to see change. From that, the budget and incentive for current nursing staff and
incoming nursing staff allowance will be established.
Step three is the selection of the Human Resource (HR) team that will be assigned solely
to the retention and recruitment program. For any program to be successful, individuals within
the organization need to be given tasks that they are responsible to complete. This HR team will
be individuals who already work for the organization, and who are well versed in the hiring
process, so they will not have to be trained and can easily start their new position quickly. This
team will also consist of a team leader who will control the process step by step, making sure
that the HR team remains focused on the overall goal.
Step four is the interview and hiring stage. This stage is where the HR team solely
devoted to the recruitment and retention program will post the hiring ads. These ads will be
posted on the Darnell Army hospital website, Indeed, Linked In and all