The Nursing Shortage and its Implications

Executive Summary 

One of the major HR issues in healthcare is this pressing issue of the nursing shortage. This problem is caused by demographic transitions in the workforce, including the rapid retirement of baby boomers (Schofield & Beard, 2005). Human Resource managers are grappling with replacing the experienced personnel with student nurses. This is because older nurses in the industry are preferring to retire earlier than expected while students are pursuing other courses other than nursing. The departure of baby boomers leaves a significant impact on the workforce as it reflects a loss of many experienced and high skilled individuals who cannot be replaced with inexperienced juniors. The millennial generation getting into the workforce has different requirements for the retiring baby boomers, including different motivations and work experiences. (Stanley, 2010). 

A descriptive qualitative approach is used to investigate the workforce shortage in healthcare and how organizations are managing this problem. The study focuses on experienced nurses and managers in a health system to assess the extent of nurse shortage in the industry, its impact on health provision, and how the HR managers are coping with the problem (Letvak, 2002). A purposive sample of 20 participants is used for this study, with the participants involved in an interview process after providing consent, and their responses are recorded for interpretation. The interpretative analysis of interviews is used in this study, which helps identify the themes and patterns surrounding nursing shortages. The topics that emerge from this study include reasons for the nursing shortage, its implications on care provision, and how managers are solving the problem. 

Introduction 

The nursing shortage is one of the significant HR problems in the healthcare sector. This is a global problem of the nursing shortage, causing an imbalance between the demand and supply of nurses. The reform in healthcare has increased the demand for nursing and health services, yet the industry is continuously served by baby boomers nearing retirement. The number of nurses approaching retirement is high, while those getting into the profession have been low (Cyr, 2005). As a result, the nursing profession has been put under considerable strain especially with the provision of care.

The aging baby boomer generation is retiring at a rapid pace compared to those getting into the profession, in the process causing a shortage of workforce employees. The retirement of the baby boomer generation is an economic concern for the health sector due to the costs involved in the recruitment and training of new employees (Snavely, 2016). At the same time, retirement contributes to loss of intellectual capital, which could negatively affect the performance of an organization. On the other hand, the number of high school students pursuing a career in nursing has been declining for various reasons (Allen, 2008). Students are showing little interest in the nursing field due to the mental toil associated with the profession, and are preferring to pursue other areas. 

The concept of baby boomer retirement started in 2010 when members of the generation born between 1945 and 1960 reached the retirement age. This generation has been occupying the most significant percentage of the nursing workforce, and thus forms the backbone of the nursing field. The loss of experienced workers is leaving a gap in both experience and knowledge in the workplace. While a small percentage of baby boomers are postponing their retirement for personal preference or economic needs, the decision is only a temporary solution to the problem. 

Human resource management in healthcare has been struggling to replace the aging baby boomers (Minnick, 2000). As a result, the problem is poised to continue affecting hospital operations and care provision. According to reports, baby boomers occupy about 40 percent of the total workforce with an average age of 47 years. This nursing workforce is projected to retire within the next 20 years, with an average retirement age of 55 years (Cyr, 2005). This rapid rate of retirement for the nursing workforce raises critical concerns considering they are not appropriately replaced despite increased demand for their services. 

In recent years, reports have shown that nurses are choosing to retire earlier than expected, with some retiring as early as 55 years (Auerbach, Buerhaus & Staiger, 2014). Several factors contribute to this early retirement, including physical and emotional demands of the profession, financial as well as family matters. Other nurses are forced to retire early after suffering injuries that reduce their capacity to perform physical tasks well. On the other hand, replacing older experienced nurses with younger inexperienced ones without a proper plan may affect patient care quality and safety since this field requires high levels of professionalism (Buerhaus et al., 2007). As a result, there is a need to understand the extent of nursing shortage in healthcare 

Problem statement 

The worker shortage is one of the significant issues affecting human resource managers in healthcare-associated with retiring baby boomers. This problem is related to a range of social and economic problems, including exhaustion of workers due to overworking and reduced care provision that affects patient safety (Palumbo et al., 2009). This fatigue comes from long work shifts due to shortages in the workforce, which creates a risk for medical errors from nurses. Nurses today are entrusted with a broader level of healthcare tasks that creates an overwhelming physical and emotional demand (Brooks, 2000). 

The problem with the retirement of baby boomer generation employees is losing their knowledge and workforce, leading to shortages. About 40 percent of the US population is eligible for retirement starting in 2010; the loss of expertise and manpower might create a gap between baby boomers and the next generation of employees (Stanley, 2010). The economic and social costs of nursing shortage in the workplace are significant to the industry with implications on the health and wellbeing of patients. When a hospital loses experienced nurses, it incurs double costs of replacing the departed employees while training the recruits into the culture and system of the organization. 

The study takes on the fundamental task of identifying the degree and extent of nursing shortage in healthcare. This is a looming problem that continues to threaten the health sector and the provision of universal health services (Snavely, 2016). It is essential to plan for the aging nurse workforce as the first step in dealing with looming shortages and protect the nursing sector from collapsing. Most health organizations are faced with this problem of workforce shortages due to an aging workforce, raising the need to understand its impact on care provision and work environment. The findings of this study will help the health sector and any other industry affected by shortages due to retiring baby boomers (Palmer, 2003). 

Purpose of the study 

This project focuses on the extent of nurse shortage in healthcare and how human resource managers are working to solve the problem. It seeks to understand the scope of worker shortage in healthcare and how organizations are addressing the issue. The deficit has continued to create an imbalance in the industry between demand and supply of health services. There is a need for a comprehensive understanding of the impact of knowledge and workforce loss and how it affects an organization's continuity in the industry. Currently, there is little knowledge of the lived experiences of leaders and managers regarding workforce shortages (Palumbo et al., 2009). 

The purpose of this paper is to explore the threat of workforce shortage in healthcare caused by the retirement of the baby boomer generation and how this loss affects the operational continuity in the organization (Minnick, 2000). The study explores the problem of workforce shortage in healthcare and its effect on human resource management. He data will be used in determining how organizations are dealing with this problem in the wake of baby boomer retirement (Palumbo et al., 2009). Investigating the degree of employee shortage in healthcare and the perspectives of employees provides an insight necessary to analyze the impact of baby boomer retirement further. The project also examines how health facilities can retain older nurses who may think of quacking the workforce and lead to shortages. 

A qualitative phenomenological design approach is used in conducting this study with a sample population of managers and employees with knowledge of the situation. The study follows a phenomenological research design based on the need to explore the experiences and perceptions of employees on this topic (Letvak, 2002). The decision is based on the use of a qualitative approach to the need to understand the manager's experiences with retiring baby boomers and its anticipated effect on the workplace. 

Objectives of the study 

Most health organizations are facing a problem with an aging nursing workforce that increases the risk of worker shortage both in manpower and knowledge. As a result, there is a need to understand how HR managers in health organizations are dealing with this risk of nursing shortage in hospitals and other health facilities (Connolly et al., 2006). The overall objective of this study is to explore the experience and impact of the nursing shortage in healthcare and how the human resource is solving the problem. Specifically, the research is required to get the following: 

To identify and describe the experiences of nurse shortage in healthcare from the perspectives of nurses and managers 

To explore the impact of nurse shortage in the nursing and healthcare industry in operations and management, including its implications on patient care and safety. 

To identify ways in which HR managers in health organizations are managing nursing shortages to retain older nurses at the facility and maintain operations. 

Research question 

The research questions for this project seeks to answer the identified objectives by getting a response from research participants. The items are an overachieving framework for establishing the in-depth perception of managers and nurses. The research questions are structured to elicit participant experience of workforce shortage and its impact on operations. The research questions for this project include the following: 

1.What are the lived experiences of nurses and managers of healthcare organizations regarding the issue of the nursing shortage? 

2.What are the reasons for the rapid increase in nursing shortage in health care compared to other sectors in the country? 

3. What is the impact of nurse shortage in the nursing and healthcare industry in operations and management, including its implications on patient care and safety? 

4. What are the different ways in which HR managers in health organizations are managing nursing shortages to retain older nurses at the facility and maintain operations? 

Literature Review 

Several studies have been written on nursing shortages and its relationship to baby boomers. A baby boomer is a person born during a period between World War II and 1964, which means their retiring age began in 2010, and it continues as the years go on. Research has shown that hospital nurses are low in a majority of hospitals across the country as fewer people choose to pursue a career in this field (Connolly et al., 2006). As a result, the retiring baby boomers continue to create shortages of workforce and experience in healthcare that interferes with care provision. Reports have shown that health organizations are increasingly relying on hiring temporal travel nurses to help deal with the problem of nurse shortage. In the process, hospitals are incurring huge costs in paying for these services and maintain service provision to their clients (Williamson, Cook, Salmeron & Burton, 2010). 

Another study has shown that healthcare organizations are working with nursing schools to recruit students and help deal with the shortage problem. Organizations are looking to partner with nursing schools to increase nursing workers and ensure they replace all retiring nurses before a gap forms in care provision (Allen, 2008). At the same time, reports have also shown that healthcare organizations are coaxing baby boomers into staying longer than their retirement age as they struggle to find workers to deal with the shortages. This is often a problem considering the overall productivity of older employees is lower than the younger employees (Letvak, 2002). 

The recognition of baby boomer knowledge loss in the health sector and the challenge of retaining their knowledge has also been captured in several research studies. Researchers have identified a continuum of problems due to the loss of experience that has become critical in industries such as pharmaceuticals and nursing (Connolly et al., 2006). There are more than 78 million baby boomers set to exit the workforce in the next 20 years; organizations realize the need for a new game plan to facilitate this significant wave of transitions. This raises an important question around succession planning. According to reports, only 40 percent of baby boomers are left in the workforce as they continue to retire from the workforce rapidly (Stanley, 2010).  

Previous studies have also focused on understanding how HR managers are retaining older nurses as a way of dealing with the shortages (Williamson, Cook, Salmeron & Burton, 2010). The research surveyed older nurses in a health facility to determine what kept them in the workforce despite higher turnover. Findings from the study showed that nurses appreciate when they are treated with dignity and are allowed the flexibility to manage their works. For example, the paper recommended several recruitments and retention strategies that will enable HR to manage nursing shortages (Hussain et al., 2012). 

Furthermore, empirical studies have been conducted on this problem of workplace shortages in healthcare (Schofield & Beard, 2005). A cross-sectional study conducted in the United Kingdom in health organizations revealed that lack of flexible hours and stress of work influenced their decisions to retire early. The study explored the factors that influence nurses to make employment-related decisions, especially for older nurses over 50 years (Andrews, Manthorpe & Watson, 2005). This is a crucial topic when understanding nursing shortages and the reasons behind the early retirement of nurses in healthcare. It used semi-structured interviews to understand the experiences and perceptions of participants in the workplace. 

Another study was conducted to determine the impact of baby boom retirement on nursing shortages by focusing on older pediatric nurses (Brooks, 2000). Findings from this research showed that nurses have concerns with the physical demands of the workforce, including 12-hour shifts and the use of computer technology. These demands led to fatigue and increased stress, thus facilitating early retirement and shortages. Additionally, a qualitative study was conducted on the Caucasian female nurse to understand the concept of early retirement for nurses (Cyr, 2005). The study found out that hospitals are relying on older nurses who are beyond their retirement age to provide services because of their relationship with the organization. This means nurses are more likely to stay within the workforce if they have a good relationship with the organization. 

Lastly, there is a study conducted on this topic that addresses reasons for the nursing shortage and why older experienced nurses choose to retire at an early age (Peterson, 2001). The study explored how health organizations are managing shortages by retaining older nurses and preventing early retirement. Findings from the study showed that nurses and any other employees in the workplace need to be respected and treated in the right way. The organization should also recognize the achievement of older nurses, including their managerial characteristics as a form of empowerment, which influences staff retention. 

Conceptual Framework 

The conceptual framework for this study integrates aspects of generational differences across the working population and how it contributes to a workforce shortage. The concepts in this paper are in the context of similarities representing the foundational information necessary to understand the manager's experience with the loss of retiree knowledge and workforce (Connolly et al., 2006). Health organizations need to preserve baby boomer knowledge and labor as part of the strategy to deal with the nursing shortage and sustain a competitive advantage. The expertise and workforce loss due to baby boomer retirement could influence operational continuity in an organization. The use of a phenomenological research method allowed researchers to delve into the lived experiences of participants in the study. Participants comprised of HR and general managers, as well as nurse employees (Stanley, 2010). 

Participants in this study provided data on baby boomer retirement through qualitative interviews. The foundation of data analysis is transcripts of participant responses to identify similarities between their responses. The use of the phenomenology approach in this study is to understand the experiences and perceptions of respondents regarding workforce shortage in healthcare. The strategy will help understand the effect of baby boomer retirement to nurse from the first-person perspective of employees and managers (Hussain et al., 2012). 

The quantitative research design was not used for this study because the study's purpose was not to assess the nursing shortage phenomenon but to explore the aspect from a management perspective (Peterson, 2001). A quantitative approach would have required gathering and analyzing data to validate a hypothesis using the statistical method. However, the statistical inferences of the quantitative approach would not have been suitable for answering the research question. On the other hand, a mixed-method proposal was rejected because it would require conducting the quantitative method, which would weaken the value of the qualitative approach. 

Methodology 

The study design for this project helps researchers to answer research questions regarding workforce shortage. A phenomenological approach is used in this study as it focuses on understanding the extent of nurse shortage and its implications on the provision of care. The study follows a descriptive qualitative approach that explores the HR manager's and nurses' experience of workforce shortages in healthcare and how it affects overall operations (Connolly et al., 2006). This is a qualitative study that seeks to understand the extent of workforce shortage in healthcare and how it affects the provision of healthcare. The paper looks to examine the causes of this nurse shortage in healthcare, its impacts on the provision of quality healthcare, and how HR managers are coping with the problem to avoid escalating it. 

The research project is conducted in a healthcare organization targeting managers, including general managers and HR managers, as well as nurse employees. The study population for this project comprises of older nurses in a health facility, public, and human resource managers. The manager is defined as critical decision-makers who have responsibility for the hiring and managing of staff in an organization. On the other hand, the nurses targeted for this project are older experienced nurses who have more than 20 years of working experience. 

The qualitative study is conducted in a health organization by using content analysis after getting approval from the administration at the medical center. Fieldwork is conducted using interviews with the aid of a discussion guide. Data collection is done through semi-structured interviews with the participants, including the use of open-ended questions. Eligibility for participation included at least two years of experience working within the hospital facility and a lack of mental illness from their records (Connolly et al., 2006). The exclusion criteria included nurses with less than two years of experience, those with a history of mental illness, or being discontent. Consent was sought from researchers after explaining the research purpose and objectives to identify those who qualified as participants. They then selected those who qualified for the program based on their consent. 

Sampling 

A purposeful sampling technique is used to select participants for this study, with the focus on getting individuals who have better knowledge on the subject. The participants represented insights and the essence of the experiences of managers and employees in the field. Purposeful sampling is used as it allows getting the right individuals for the interviews with the proper knowledge and expertise in the subject. The method helped select nurses and managers who have information on nursing shortage and its impact in the health sector (Peterson, 2001). 

Twenty participants took part in the interviews comprising of managers and employees with in-depth knowledge of the extent of the nursing shortage. Inclusion criteria for participation included registered nurses who were directly involved in patient care, more than 55 years of age, experience working in health organizations, and showing a willingness to participate in the interview (Johnson et al., 2016). The participants were limited to older nurses in the organization due to their experience working in the organization. It allowed getting their perception of the perceived retiring of baby boomers and its impacts on nursing shortage in the workforce. 

The study was conducted between October and November 2019 in a selected health facility in the state. The study location is an integrated health system with several hospitals outpatient services and physician practice groups. Ethics approval for this study was obtained from the institution since the study involved working with human subjects for interviews and data collection. Researchers initially sought consent with nurses by conducting face-to-face meetings and setting an interview appointment through written appointments to ensure they voluntarily agree in giving their opinions and experiences of the issue. 

Data collection methods 

The methods of data collection for this paper involves the use of interviews and focus groups. In-depth interviews with nurses and managers in healthcare are conducted using face-to-face interactions. The study focuses on older nurses in the organization, asking them about what kept them in nursing and why some nurses choose to leave the workforce while younger. Through the interviews, participants are given a chance to recount how they are experiencing this problem of workforce shortage and how baby boomer retirement is contributing to the problem (Cyr, 2005). The interviews contained questions on the effect of nursing shortage from the perspective of nurses, as well as how the organization is dealing with the problem from the perspective of managers. 

A total of 20 in-depth interviews and focus groups, with 20 participants, were conducted with the workers and managers within the health facilities. The study used an open-ended question in data collection, with the response recorded in audio tape recorders to be transcribed later for interpretation and analysis. One interview was conducted over the telephone due to the unavailability of the participant for a face-to-face meeting. The interviews are performed on one or more occasions concerning the willingness of participants, environmental factors, and patients. The duration of each interview lasts between 45 and 60 minutes to allow enough time for response and accurate data collection. Focus groups are also used during data collection, where participants are asked about their perception of the nursing shortage and why it affects mostly the health care industry (Peterson, 2001). All focus groups were conducted face-to-face within the facility, with each session lasting 90 minutes while involving three participants. 

During the interview process, researchers focused on demographic factors of participants, then questions regarding their experiences and perceptions of workforce shortages. The interview then followed to ask the effect of nurse shortage in healthcare and how human resource managers are dealing with the problem. Participants were also asked to describe their regular working days, including the amount of work they are forced to do and whether there is a balance between demand and supply. The interviews contain questions on the demographics of participants, the work environment, human resource practices, and perception of fitness for work (Palmer, 2003). The common concerns raised during the interview include heavy patient loads due to nurse shortage, difficulties managing high levels of turnout, physical and emotional demands of work, as well as inappropriate staffing. After that, the study focuses on the managers, asking them about their strategies to deal with nurse shortages and the yearly turnover of older experienced nurses (Hussain et al., 2012). The interview questions were based mainly on the interaction between the researcher and participant during the interview. 

The research also used semi-structured interviews with a guide, as recommended by Patton. During the meetings, participants were asked to describe their experiences of nursing and nursing shortage, while identifying how this shortage is affecting operations (Palmer, 2003). The questions targeting HR managers also inquired how they are coping with and managing nursing shortages in their facilities. Interviews with participants were repeated until themes and patterns were formed regarding the experiences and effects of nurse shortages in the healthcare department. The repetition nature of information from participants indicated that saturation was achieved. Secondary data for this study was collected using literature research and reflexive journals that allow researchers to determine previous research on the same topic. 

Ethical considerations for the study comprises of informed consent of all participants taking part in the survey. Researchers respected aspects of anonymity, confidentiality, and respect for the privacy of information for all participants. Engaging participants through interviews always raises ethical concerns regarding the consent of respondents and the use of their names for identity. Researchers ensured they put into consideration issues of confidentiality, privacy, and participant consent. 

The interviews were conducted in a private room at the health facility at the convenience of participants lasting from 45 minutes to one hour. The researchers assigned each participant a pseudonym to protect the confidentiality and ensure the identity and private information of participants are protected. The interviews are digitally recorded with consent to be used in the analysis. However, anonymity was not possible due to the tape-recorded interviews as the transcription involved identifying each participant with what they said.   

Data Analysis 

Data analysis for this paper is done using descriptive statistics, including triangulation and data cross-checking. The findings are analyzed using inductive data analysis methods, which comprise of information coding and transcription. The interviews are transcribed word by word during data analysis to be used as primary research data. The transcription focuses on translating data from oral to written texts, which then sets the stage for identifying different themes from the findings. 

The transcribed data is analyzed to identify themes with in-depth descriptions that generate findings and conclusions. Data analysis was facilitated using a computer software program to sort and manage the data and allow for the interpretation. A research team comprised of researchers and other experts was responsible for the data analysis process by fostering insight and enhancing methodological rigor of the study. 

Data collection and initial analysis of the data is done concurrently for this research. The study of data is done by content analysis using the Krippendorff method. After an initial review of the test, researchers used computer software to code sections of the interview using the participant's own words to label data. Later on, researchers developed a codebook by grouping together similar data and placing them in categories to ensure consistency. These categories of data helped in coming up with themes that informed findings and conclusions. The researchers identified patterns found in responses and validated the authenticity of the reactions by clarifying and strengthening the labels. 

The validity and trustworthy of findings from this research are determined by ensuring the results not tempered with personal bias. At the same time, the study ensured that participants were the overall authority of the interpretation, which means researchers do not interfere with findings during examination. The analysis of findings from this study is also made objectively without bias or manipulation, while the results apply to other departments and sectors in healthcare. It considered all areas of credibility and viability that was achieved using an audit trail, a research team, and a reflexive journal. This means the research team addressed reliability by interpreting data using the circular hermeneutic method. 

After data analysis, a written summary of the findings was prepared to resemble individual interview responses and themes from the study. The review of results during data analysis comprises of keywords and phrases from participants during the meeting. Data analysis is conducted to get the overall meaning of participant's opinions and experiences on the topic of the nursing shortage. The interpretations are discussed in-depth to understand the themes of participant responses. The focus is to identify points of congruence and differences, then determining where the possible source of difference in the reactions emanates (Palmer, 2003). 

Findings 

A total of 20 participants are interviewed in this research, comprising of 15 workers and five managers working in a health system. The sample consists of 10 female and five male nurses ranging from 50 to 67 years. Participants comprised of Caucasian African Americans and Asian origin. Participants also include those who held baccalaureate degrees, master's degrees, diplomas, and associate degrees. All participants had working experience of more than 25 years, working as fulltime nurses or working in the medical-surgical unit. Five of the nurses had plans to retire within the next two years, and the rest had plans to retire in the next five years. 

The findings of this study show the HR problem of workforce shortage and its impact on the management and operations of the healthcare sector. Participants who took part in the survey had plans to retire within the next five years, yet the organization was yet to find replacements with the same knowledge and experience in the area (Connolly et al., 2006). Participants provide their skills and perception regarding nursing shortage and its impact on the organization. The studies show how nurse shortage leads to fatigue on the part of nurses, who may be at risk of committing errors and risk the life of patients. The findings of this study found that nurses had concerns over the physical demands of work amidst increased demand, which is contributing to shortages and turnovers. For example, there are mental challenges associated with direct patient care with physical needs coming with computer technology (Buerhaus et al., 2007). 

Managers taking part in the study explains how they are dealing with the problem of workforce shortages and its relation with the aging baby boomers. The findings from this study expand and deepen an understanding of nursing shortages and its implications for the health sector. The description of participant experience with nurse shortages brought themes together that answered the research questions and objectives. 

Practical Contributions of the Paper to the Industry 

This research has practical implications as the findings can be applied to the industry to bridge a knowledge gap on this topic. The conclusions of this project contain a comprehensive review of the nursing shortage as an HR problem and allow organizations to know how it affects the functioning and operations (Buerhaus et al., 2007). Findings from this study can help understand the effect of workplace shortage on healthcare and deal with the issue of patient safety. The results of this paper can be used in the healthcare industry in planning how to solve the problem of nursing shortage caused by retiring baby boomers (Buchan & Aiken, 2008). The results are a reflection of the best standards of qualitative study and contribute to filling gaps in the literature. 

Several intervention strategies can be implemented to solve the nursing shortage as an HR issue in healthcare. One of the solutions is to target partner with the nursing school to recruit students and equip them with practical experiences (Buchan & Aiken, 2008). Findings from this study demonstrated the importance of providing practical skills through clinical programs. This can be one way of training nursing students to be ready for the job market at an early age, and replace the retiring baby boomers without creating a shortage of workforce and experience. The clinical program equips students with knowledge about the organizational culture and working environment that allows for quick assimilation (Allen, 2008).  

The human resource department can avoid a crisis of nursing shortage by looking for possible risk factors and warning signs before implementing intervention strategies (Hussain et al., 2012). For example, the healthcare organization can implement mentorship and training programs to help nurses in healthcare provide quality healthcare. Novice nurses and those moving to new specialties need training and mentorship to help them cope with the physical and mental demands of the nursing profession. 

Human resource managers in an organization must proactively capture the knowledge of employees before leaving an organization to mitigate the risk of losing intellectual capital (Armstrong-Stassen, 2005). The HR can respond to ensuring all the experienced nurses in the field are involved in helping inexperienced nurses develop into the area before retiring. HR can also help nurses develop new cognitive, clinical, and technical skills. For example, the paper suggests the need to retain older nurses and ensuring they do not retire early to leave gaps in healthcare provision (Williamson, Cook, Salmeron & Burton, 2010). HR managers have a role in ensuring they assist nurses with stress management, coping support, and benefit flexibility for nurses to deal with the shortages. 

Valuable lessons can be derived from these findings, including how to manage nurses to reduce early retirement as well as how to cope with the shortages. This means managers can implement strategies that encourage and retains older nurses within the workforce and benefit from their knowledge and experience taking care of the patients (Connolly et al., 2006). These lessons can be incorporated into clinical practice through initiating programs that build the capacity of healthcare workers to reduce the shortage. This can be a crucial factor in improving the delivery of healthcare services. 

Resource Requirements for the Project 

Fieldwork for this study is conducted between October and November 2019, which required setting up several resources to facilitate the whole project. This study requires several resources to assist in conducting interviews, analyzing data, and presenting the information (Palmer, 2003). The funds will be necessary for travel and subsistence, as well as paying staff members comprising of the researcher, investigator, and technician. There are payroll costs requested for staff working on the project, whose time can be supported by a full audit trail during the project. Additionally, the project needs funds for travel and subsistence for use by staff working on the project based on the nature of the work. Other costs include survey fees, publication costs, hire of vehicles to help in the research paper, among additional indirect damages charged across all projects. These costs will be met through grants awarded to facilitate the plan that is provided by research councils or hospital facilities. The team will apply for grants to promote the project after explaining its purpose and implication to the industry. 

Conclusion 

This study indicated that workforce shortage is a significant problem affecting human resource managers in healthcare. According to the findings, the lack of nurses' influences the provision of care as available employees are fatigued and exhausted with excess work. Hearing the experiences and opinions of older nurses on this issue of workforce shortage in healthcare painted a picture of how they interpreted the work environment and its influence in early retirement. The study has revealed that this shortage is caused by a high rate of retiring nurses who choose to retire early due to substantial physical and emotional demands. However, this early retirement is a problem for the HR and management of hospitals who lose both the workforce and experience of nurses without entirely replacing them (Cyr, 2005). 

The participants in this study frequently mentioned that the shortage of nurses is the main problem affecting human resource management. This deficiency is shown to cause occupational stress among workers due to forced overtime, physical and mental exhaustion as well as an increased likelihood of committing errors. The study can help human resource managers in different sectors learn about the workforce shortage and its impact on operations (Armstrong-Stassen, 2005). It can also promote human resource managers in healthcare to tailor the workplace to match the individual needs of nurses and patients. 

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