Staffing Turnover

Develop a profile of the not-for-profit organization on which you will perform your strategic analysis. Specifically, the following critical elements must be addressed: I. Introduction: Provide the name of the not-for-profit organization on which you have chosen to perform your strategic analysis.
October 12, 2019
organizational realignment will enable what changes iii. What business outcomes does this change connect to? iv. What are the benefits of the communicating this change
October 12, 2019

 According to recent reports produced by the Council of Saudi Chambers, healthcare turnover is on the rise within the Kingdom of Saudi Arabia. Nurses and physicians are leaving the Kingdom to Western countries in search of higher pay and better training facilities.      


 Based on this module’s reading, interactive lecture, and research, you will develop a written paper addressing the financial costs associated with staffing, including costs associated with recruiting, training and turnover. You will use current research to distinguish costs associated with staffing and turnover from a quantitative standpoint. This project should include both direct and indirect costs. Which of these costs would be relevant in the staffing turnover issue from a quantitative standpoint? Use the data below to support your rationale.      


Please include this information that was obtained by the finance department for the current year. Healthcare employees make 112 SAR per hour on average. They normally work 8 hours per day. Use this information to calculate retaining employees’ cost. Some of the cost will not be relevant in your analysis.      

Hiring New Staff (Costs = SAR):  

Marketing costs per employee: 19,000 

Pay for relocation per employee: 19,000 

Training per employee: 375,000 

Nonproductive hours due to fatigue per employee during training period (current staff) per employee: 37,000      


Retaining Employees:      

Productive Time  

260 days at 10 hours per employee     

Nonproductive Time 

Paid Annual Leave: 21 days per employee 

Spouse Death (male employee): 5 days per employee 

Spouse Death (female employee): 15 days per employee 

Marriage Leave: 5 days per employee  

Eid Leave: 30 days per employee (one month) 

Sick Leave: 30 days per employee 

Maternity Leave: 30 days (6 weeks) per employee  

Paternity Leave: 3 days per employee      


Your paper should meet the following structural requirements:      

● The paper should be 6 pages in length, not including the cover sheet, reference page and excel sheet.  

● Formatted according to APA and Saudi Electronic University writing standards. ● Provide support for your statements with in-text citations FOR EACH PARAGRAPG  from a minimum of 6 scholarly articles. 




● Gavigan, M., Fitzpatrick, T. A., & Miserendino, C. (2016). Effective staffing takes a village: Creating the staffing ecosystem. Nursing Economics, 34(2), 58-65. 

● Johnson-Carlson, P., Costanzo, C., & Kopetsky, D. (2017). Predictive staffing simulation model methodology. Nursing Economics, 35(5), 239-258, 266A. 



Staffing Turnover was first posted on October 12, 2019 at 9:47 pm.
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