Which of the following is an outcome of effective strategic human resource management in nursing?

Effective strategic human resource management in nursing focuses on aligning HR practices with the overall goals of healthcare organizations. One significant outcome of this approach is higher levels of employee engagement and satisfaction.

When strategic HR practices are implemented, they typically include recruitment and retention strategies that prioritize the well-being and development of nursing staff. This can involve providing opportunities for professional growth, recognizing and rewarding contributions, and fostering a positive work environment. As a result, nurses feel valued and supported, leading to increased job satisfaction and engagement. Engaged employees are more likely to provide high-quality patient care, stay with their organization, and contribute positively to the workplace culture.

In contrast, other outcomes such as increased turnover due to burnout, reduced opportunities for career advancement, and more rigid HR policies reflect a lack of effective HR management. High turnover and burnout can emerge from inadequate support and recognition, while rigid policies can stifle growth and development opportunities, which negatively impact employee satisfaction. Therefore, the emphasis on engagement and satisfaction is crucial for successful nursing workforce management and is a hallmark of effective strategic HR practices.