With an aging nursing workforce and rising patient acuity levels, healthcare institutions are challenged to meet the demand for competent nursing care Swedish Medical Center (SMC) adopted an aggressive approach for building a new graduate residency program to promote new graduates' opportunity to tap into the valuable expert knowledge and wisdom of retiring nurses. Nursing leadership chose to take an unorthodox approach by identifying new graduates as their hires of choice, citing the ability to create and influence the values and professional practice of the novice nurse as a desired advantage. The program's success focused on adding three key elements to the traditional 1:1 preceptor support model: cohort hiring, monitoring progression to competence, and simulation. SMC is confident this strategy for workforce succession planning will continue to be successful both financially and with regard to patient care quality.

中文翻译：

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继任计划：为招聘新毕业生创建案例。

随着护理队伍的老龄化和患者能力水平的提高，医疗机构面临着满足合格护理需求的挑战。瑞典医疗中心（SMC）采用了积极的方法来建立新的毕业生居住计划，以促进新毕业生利用这一机会。退休护士的宝贵专家知识和智慧。护理领导层选择采用非传统的方法，将新毕业生确定为他们的首选用人，并指出创造和影响新手护士的价值观和专业实践的能力是理想的优势。该计划的成功集中于在传统的1：1受体支持模型中添加三个关键要素：队列招聘，监控能力发展和模拟。