Journal for Nurses in Professional Development最新文献

The changing landscape of nursing and increasing number of nurses leaving the profession calls for a reexamination of career pathways. Professional mentors and faculty play a pivotal role in advising nursing students and new nurses. By sharing lessons learned from an undergraduate nursing student after interviewing 21 nurses working in nontraditional roles, the article highlights the importance of embracing the diverse professional goals and strengths of each nurse as a retention strategy.

Nursing professional development (NPD) specialists are tasked with providing pertinent education to staff members. Many barriers exist in providing education to nurses. Through an academic-practice partnership, an interactive bulletin board was trialed to provide staff education with overwhelmingly positive results. An increased percentage of staff participated in this learning activity. In addition, the mean score from the content knowledge quiz was 88%. NPD specialists may increase staff participation employing interactive bulletin boards as an educational method.

Nationally, nurse turnover is 18.7%, and 24.1% of nurses leave their organization within a year of hire. Onboarding is a key component of a nurse's intent to stay and job satisfaction. This article describes the implementation and results of an onboarding program in a large intensive care unit.

Nursing education focuses on nursing theory and the ability to perform tasks. There is a lack of education related to prioritization of nursing tasks. Therefore, new nurses transitioning into their roles sometimes struggle and, as a result, leave their units or, often enough, our facility. We developed a Professional Success Program that includes cognitive prioritization exercises and simulation scenarios to assist these nurses. After utilizing the program, our facility has seen an increase in nurse retention.

Persistent nursing workforce shortages, in conjunction with the COVID-19 pandemic and increased patient acuity, have led to increased utilization of nursing assistive personnel (NAP) within acute care settings. Although the work demand of NAPs continues to increase, their delegated work autonomy remains ambiguous and diverse. This lack of clarity impacts effective teamwork, collaboration, and delegation. This study successfully enhanced the scope of practice for NAPs, resulting in increased staff and patient satisfaction.

Nursing professional development practitioners and leadership staff implemented a second Transitional Mentor Education Program. The pilot program was classroom based; however, with pandemic restrictions, a shift to deliver a hybrid mentoring program was needed. Learning needs, clinician well-being, and professional development were addressed. Regardless of the method of educational delivery, the nurses in Phase 2 achieved the same outcomes as the pilot program, including increased clinical confidence, communication, integration of stress reduction strategies, and reflective practice.

In an era when resources, time, and attention spans are limited, nursing education must be delivered in a manner that is economical and convenient while retaining the ability to hold consumers accountable for their learning. This article highlights one organization's solution to a gap in evidence-based practice education. Professional development practitioners utilized their own creative acumen to develop high-quality, organization-specific resources that provide education in an engaging, portable, and user-friendly format.