Successful Strategies Human Resource Managers Use to Retain Nurse Practitioners

Nurse practitioner turnover in healthcare organizations has the potential for adverse performance outcomes. Human resource managers are concerned with nurse practitioner retention, as hiring and training costs can cause a healthcare organization to lose revenue. Grounded in Herzberg’s two-factor theory, the purpose of this qualitative single case study was to explore strategies that three human resource managers from one healthcare organization in northeastern Ohio use to retain nurse practitioners. Data were collected using semistructured interviews and a review of organization documents that included data on exit interviews and previous and current retention strategies. Through thematic analysis, five themes were identified: effective communication, rewards and benefits, scheduling, understanding clientele, and the prehire process. A key recommendation of the study is for human resource managers to implement a detailed prehiring process to include case scenarios. The implications for positive social change include the potential to retain nurse practitioners and better serve the local healthcare community.