Author Affiliations : Managing Director and Senior Research Partner (Dr Virkstis), Managing Director and Chief Nursing Officer (Ms Boston-Fleischhauer), Consultant (Ms Rewers and Mr Whitemarsh), Analyst (Ms Critchley and Ms Gerstenfeld), and Senior Analyst (Ms Paiewonsky), Nursing Executive Center, Advisory Board, Washington, DC.
J Nurs Adm. 2022 Apr 1;52(4):194-196. doi: 10.1097/NNA.0000000000001129.
The COVID-19 pandemic exacerbated long-standing challenges in the workforce, resulting in a shortage of nurses that has now reached crisis levels. At the same time, there is a concerning "skills gap" that has been emerging for some time. Leaders have typically relied on legacy recruitment and retention strategies to mitigate these challenges, but these will not be sufficient to address staffing gaps. In this article, the authors discuss how current staffing challenges differ from previous workforce shortages and propose 7 executive strategies for C-suite leaders to prepare for the future nursing workforce.
新冠疫情大流行加剧了劳动力中长期存在的挑战，导致护士短缺，目前已达到危机水平。与此同时，一段时间以来，一直存在令人担忧的“技能差距”。领导层通常依赖传统的招聘和留任策略来缓解这些挑战，但这些策略不足以解决人员配置差距问题。在本文中，作者讨论了当前人员配备挑战与以往劳动力短缺的不同之处，并为 C 级领导层提出了 7 项高管策略，以为未来的护理劳动力做好准备。
