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Proposed Project / Plan

In its desire to expand nursing faculty recruitment opportunities, CRNA places special emphasis on the use of advertising techniques. CRNA members sincerely believe that a successful advertising campaign will help resolve the major portion of its recruitment issues. Unfortunately, advertising cannot solely resolve recruitment complexities within the structure of the nurse anesthesia faculty.

To facilitate success in academic positions, and to ensure that the faculty can work to attract high quality professional staff, a whole set of recruitment initiatives needs to be developed and implemented, and advertising will serve an effective supplementary element driving the success and effectiveness of all recruitment strategies.

Certainly, when the need to resolve shortage complexities arises, the role of advertising cannot be underestimated. Simultaneously, advertising cannot solely resolve all nursing shortage issues. The development and implementation of the new recruitment initiatives should start with offering young employees better salary opportunities. The results of CRNA survey show that 46% of respondents require establishing an annual salary survey for faculty staff (Starnes-Ott & Kremer, 2007).

That means that unless the faculty is able to develop a new system of salary opportunities and to offer young employees attractive financial rewards, CRNA will not be able to resolve its current shortage issues.

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Higher salaries, better financial incentives, flexible performance rewards, and research grants could facilitate the success of all recruitment strategies. Prior to developing a new system of financial compensation, CRNA needs to assess faculty’s needs, as well as its financial opportunities, to balance available material resources with the need to retain and attract prospective personnel.

It is not enough to concentrate on the need for attracting new staff. More important is to retain the existing faculty staff, providing them with broad opportunities for professional and career growth. “Providing education is ostensibly the reason most universities and colleges exist, but generation of new knowledge through original research is another key aspect of most institutional missions” (Starnes-Ott & Kremer 2007).

In other words, faculty members frequently find themselves under a double pressure, when the need to develop effective educational programs should be reasonably combined with the need to participate in professional research.

Here, CRNA could invest resources to provide the working faculty staff with online access to various types of scientific databases, and to help faculty employees combine their workplace obligations with research opportunities. Although research opportunities may play an increasingly important role for resolving the current shortage issues, they cannot also resolve burnout complexities which faculty staff faces in its daily activity.

It appears that “diluted role expectations among nursing faculty has added tremendous role-related stress” (Starnes-Ott & Kremer, 2007), and to address these challenges, the staff should be given an opportunity to rewrite the existing performance guidelines in ways that will make them clearer.

The faculty needs to facilitate the process of integrating those guidelines with the set of staff’s traditional obligations. Ultimately, a good advertising campaign will become an effective supplementary element of the new recruitment strategy. Advertising is expected to disseminate critical information about opportunities and benefits which the faculty offers to new prospective employees; moreover, an effective advertising campaign will create a new positive organizational image, to ensure that the faculty is able to attract and retain high quality professional educators and promote effective delivery of knowledge to adult students.

Project / plan outline

1.      Expanding and improving salary opportunities for the young faculty staff.

2.      Promoting the need to retain existing staff.

a.       Providing faculty members with continuous online access to various types of scientific resources;

b.      Expanding research and development opportunities;

c.       Resolving burnout issues;

d.      Rewriting the current performance standards and rules to facilitate their integration into the faculty’s daily activities.

3.      Developing an effective advertising campaign, to create attractive organizational image for young specialists, who seek prospective employment.


Advertising is an essential element of any recruitment strategy. In any type of organizational environment, advertising may readily facilitate the process of attracting young prospective employees. Advertising, however, is just a supplementary element of a multifaceted recruitment initiative, and whether the faculty is able to expand and retain its professional staff will depend on its ability to expand salary and research opportunities, as well as to resolve burnout complexities which educators face in the course of their daily performance.


Starnes-Ott, K. & Kremer, M.J. (2007). Recruitment and retention of nurse anesthesia

faculty: Issues and strategies. AANA Journal, 75 (1): 13-16.

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