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The Nursing Shortage - it’s more critical than you think

Posted By Administration, Saturday, April 13, 2019

The Nursing Shortage - it’s more critical than you think

Written by: Lori McKnight


Emergency alert: One-third of the country’s registered nurses are reaching retirement age in the next few years.


Nurses comprise over half of a hospital’s workforce, provide the majority of daily patient care and are the single biggest factor influencing how patients rate a hospital.


And nearly 700,000 of them are approaching retirement age by 2024.

This is raising the blood pressure of healthcare HR professionals responsible for attracting and retaining enough nurses to meet the demands of an aging patient population. With 55% of nurses over the age of 50, there’s lots to worry about.


Here are just a few stats keeping healthcare providers up at night:

  • US population growth rate for people aged 65+ is 42%+ compared to a 12% growth rate for people under 65 years of age
  • There are 7 caregivers per 1 patient today; by 2050 the ratio will be 3-1
  • 2/3 of seniors will need significant to moderate help with their day to day activities
  • The number of RNs is projected to grow by 16% over the next five years but school enrollment is only increasing by 3.6%  


So how are hospitals preparing to meet this uptick in demand for nurses amidst an insufficient supply?

Unlike other industries, hospitals can’t dig into deep pockets to attract and incentivize - so HR needs to get creative in how it cares for its patients AND people.



Here are 3 ways to get through the current and looming skills gap.


1.    Hold onto those Baby Boomers

o   Highlight benefits attractive to nurses close to retirement

o   Offer some control over their schedule and more flextime

o   Recognize their expertise and contributions publicly

o   Identify those with “deep smarts” and encourage job shadowing, mentoring and transfer knowledge. This gives a sense of pride and purpose that will aid in retention



2.    Recognize Generational Differences

Technology has created an era of personalization never before experienced. The one-size-fits all motto of standardized offerings doesn’t necessarily resonate when managing a multigenerational workforce. Here are some things to consider.


Gen Xers are looking for:

  • A competitive salary and benefits - 55% of GenXers say they are behind on their retirement savings.
  • Training -  roughly two in three Gen Xers say their employers don’t provide people, skills and technology training.
  • Respect - this generation feels overlooked and is the most under-engaged. Public recognition and respect for their experience will improve feeling  valued.


Millennials want to work for managers and peers who:


  • Care about what’s going on in their life. This work-life integration is critical to engaging and retaining.
  • Recognize their efforts - social media has created a HUGE need for recognition with this demographic. They are used to regular feedback on their activities and expect it. It fuels them.
  • Provide linear and non-linear career paths.


Gen Zers are more conservative than you might think. They value:

  • Job stability and a competitive salary plus loan repayment perks.
  • Being at the forefront of evolving technologies so offering skills training will attract and motivate this generation.
  • Technology – even more so than millennials, the next generation entering the workforce will demand tech tools to be more efficient and productive



3.    Refresh your Onboarding Programs

Onboarding is often overlooked in a fast-paced hospital environment.

  • Encourage supervisors/managers to check-in with new hires at the one week, 30 day, 90 day and 6 month mark to gauge how new hires are fitting in. Quick Pulse Checks can really help.
  • Foster social connections with regular team-building events and mobile communication tools so teams can stay connected on the go. There’s a 50% boost in engagement when employees have friends and feel supported at work.


Recognition can be done on a shoestring budget

There’s a perception that recognizing and rewarding employees is expensive. It doesn’t have to be. There are many value-added, low cost ways to revitalize and amplify recognition programs to include ALL employees.


For more ways to recognize and retain healthcare professionals on a limited budget check out this webcast for a SHRM credit and flip through this healthcare recognition ebook.


"All data and information provided on this blog is for informational purposes only and does not constitute legal or HR advice (which should be obtained through formal retention of a lawyer or HR professional, respectively).  Nothing contained in this blog reflects the opinions of GOSHRM or any of its directors or members. GOSHRM makes no representations as to accuracy, completeness, current-ness, suitability, or validity of any information on this blog and will not be liable for any errors, omissions, or delays in this information or any losses, injuries, or damages arising from its display or use. All information is provided on an as-is basis."




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Do You Want to Join the GOSHRM Blog Squad?

Posted By Amanda Brunson, Thursday, August 2, 2018



Do you want to be a part of the GOSHRM Blog Squad? We are happy to announce that we have officially released our GOSHRM Blog Guidelines and would like to extend an invitation to you to become part of the GOSHRM Blog Squad. If you would like to write & submit blogs for our website that are focused on trending HR matters, please download the GOSHRM Blog Guidelines below. 

We welcome each of you to review the guidelines and complete the acknowledgment and questionnaire on page 2. Once you have done so, please submit them to Per the guidelines, once you are approved you will receive an official GOSHRM Blog Squad Certificate and will be allowed to submit up to 4 blogs each year. 


We hope that you are as excited as we are as we move forward with this great opportunity! If you have any questions, please don't hesitate to reach out. 

 Attached Files:

Tags:  Blogging  GOSHRM  HR  Writing 

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Take Your Seat at The Table

Posted By Administration, Wednesday, May 9, 2018


Take Your Seat at The Table

As Human Resources (HR) professionals, we’ve all heard the phrase ‘seat at the table’; this notion that we must manage our careers in such a way to be included in senior-level business decisions in order to be considered successful. Many of us are over it.

Amy Lein, who is the Director of Human Resources at Second Harvest Food Bank of Central Florida, and currently serving a two-year term as President of the Greater Orlando Society for Human Resource Management (GOSHRM), is taking a much more meaningful approach to the phrase.

Encouraged by her faith, and her collaborative effort through The Gotham Fellowship, an intensive training program offered by The Collaborative Orlando, Lein is working to blend her personal beliefs with her professional life. “Using the parable of people being invited to a banquet table – a lesson about choosing where to sit, serves as a great analogy for HR’s desire to gain a seat at the table in the business world,” said Lein.


Interested in reading more? Click here.



Written by Amy Lein. Originally posted on the HR Mouth of the South Blog, the official blog of the HR Florida State Council, Inc. 

Tags:  GOSHRM  HR  Leadership  SHRM 

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Got 60?

Posted By Leslie Mizerak, Friday, October 20, 2017

As a SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP) you already recognize the relevance and importance of SHRM certification. Earning your certification is the first step toward a rewarding career and a commitment to advancing the future of HR. Recertification is how you will continue to grow and adapt to meet the evolving needs of the profession. 


If you obtained your SHRM credential in 2015, your recertification date is in 2018, but if you get 60 PDCs this year, you are eligible to apply for recertification now—you don't have to wait until 2018 to do so. SHRM will provide $20 to a chapter and $10 to a state council for each credentialed member who recertifies within the 2017 calendar year.  We are encouraging our SHRM-certified members to "just do it". 


Early recertification helps you as a credential-holder, too. If you apply in 2017, your next recertification date will still be 2021. If any of the activities you submitted in your application turn out not to be eligible activities, you will have all of 2018 to resubmit and reach the required 60 PDCs. 


You can login and enter your recertification credits at


Again the program is designed to promote early recertification, before the end of the year, in exchange for a financial stipend to support your local chapter, GOSHRM and our State Council HR Florida.  GOT 60?  Why not take care of your recertification today?

Tags:  GOSHRM  Recertification  SHRM  SHRM-CP  SHRM-SCP 

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When cancer and career collide: How business professionals reconcile myriad workplace issues

Posted By Leslie Mizerak, Tuesday, October 10, 2017
Updated: Monday, October 9, 2017

Special Thanks to GOSHRM Board members Kim Ouellette and Pat Muldowney for contributing to the attached  OBJ article!


When cancer and career collide: How business professionals reconcile myriad workplace issues

Orlando Business Journal

October 2017


Well written article.  OBJ, Thank you for reaching out to GOSHRM!

Download File (PDF)

Tags:  GOSHRM  HR 

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