Lucatorto & Walsh-Irwin’s approach to implementing a strategic plan to increase the number of peritoneal dialysis (PD) nurses is well-developed. It includes the full use of key performance indicators that can be used not only to recruit new nurses but also to retain existing staff in the organization (Lucatorto & Walsh-Irwin, 2020).
Additionally, I support the idea that using reports for each indicator is a way to control all areas of activity. The reason is that at all processes, strategic plan implementers can evaluate the effectiveness of indicators in achieving the result of reducing the nursing shortage. In such cases, funds and time that could have been spent on unproductive activities are directed to qualitative indicators (Lucatorto & Walsh-Irwin, 2020). Thus, such a prompt response allows for timely changes to be made and for the plan to be implemented on time.
Furthermore, keying in patient satisfaction as a key indicator is an essential component. It not only demonstrates the quality of care provided by nurses to patients but also the prestige (Li et al., 2021). The positive feedback from patients about the hospital raises its rating, and more experienced nurses will express a desire to work in such an organization.
Moreover, the authors included recruitment and training in the balanced scorecard plan. The importance of training lies in the fact that educated nurses can perform effectively even during a nursing shortage (Li et al., 2021). It also contributes to creating a favorable environment for the development and teamwork of existing employees.
In addition to measuring financial efficiency and census growth, it may be beneficial to consider other relevant indicators, such as the average time to fill nursing vacancies or the effectiveness of the recruitment strategies used (Li et al., 2021). These additional metrics can provide valuable insights into the effectiveness of the recruitment process, helping to adjust the approach more precisely for better results.
References
Li, C. H., Yang, W. G., & Shih, I. T. (2021). Exploration on the gap of single-and double-loop learning of balanced scorecard and organizational performance in a health organization. Heliyon, 7(12).
Lucatorto, M. A., & Walsh-Irwin, C. (2020). Nurse practitioner productivity measurement: An organizational focus and lessons learned. Journal of the American Association of Nurse Practitioners, 32(11), 771-778.