NURS FPX 6008 Assessment 3 Business Case for Change

NURS FPX 6008 Assessment 3 Business Case for Change

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Student name

FPX6008

Professor Name

Capella University

Submission Date

Business Case for Change

Slide 1:

My name is, ________ At Trustworthy Home Health Care LLC, I am here to present to the case study with regards to the current nursing shortage and how to plan and retain nursing staff to prevent the high costs of high staff turnover.

Slide 2:

(objectives):

As nursing shortages and increased wages continue to be a concern for patients and nurses, and the overall financial health of a given healthcare business, the fallout has resulted in an increase in overtime and temporary (agency) staffing. This has both increased the cost of staffing and operations in Trustworthy Home Health Care LLC, and the resultant poor staffing has adversely affected the nurses. Having nursing shortages is also crucial to the business case, and there is a solution. The most vital thing to consider is that there is a plan devised to stabilize and hopefully extend the retention of nursing staff. This presentation will also provide answers and cover potential issues to the expense of the project, risks, cost/benefit analysis, and ethics of the project, as well as answer how the enhancement of the project will improve the organization and the workforce.

Slide 3

The Critical Need to Address Rural Healthcare Disparities

Trustworthy Home Health Care LLC’s staffing concerns and the seemingly permanent increase in labor costs are economic issues that decrease the quality of care we can provide to our patients. We operate in an underpaid and low-wage industry with unfavorable working conditions, and most importantly, governmental agencies are not interested in us, making matters of operations on the side of the economic aspects (Daly, 2025). In any case, as a medical worker in this organization, I believe that this is a mix of financial and logistical problems.

As a nurse, it leads to a rise in the number of tasks and extended hours that lead to fatigue and low job satisfaction, which, in turn, trigger nurse turnover and become a contributing factor to chronic understaffing of nurses. Among the numerous negative results of such problems is the obstacle it provides to nurses communicating and teaching each other. It can allow for the possibility of medication errors (Meneses-La-Riva et al., 2025). Considering issues brought about from an operational point of view, the costs involved in recruiting and hiring the staff, overtime, and the possible negative influence on the clients we are supposed to take care of are detrimental to Trustworthy Home Health Care LLC.

The problem is that there is no nursing personnel to provide services or community-based (e.g., home) healthcare services to this vulnerable group (e.g., the elderly, low-income families, persons with long-term illnesses). According to Wong et al. (2025), poor living conditions, lack of contact, and health services (poor accessibility of medical care) for the elderly are some barriers to home health services. This poses a big issue to the health system and national health in society.

Slide 4

Feasibility and Cost-Benefit Considerations

This program will not involve any additional resources (human resources, nursing management, or scheduling) for the implementation of a retention program and workforce planning of Trustworthy Home Health Care LLC. Walsh approximates that an average Health Care Profession registered nurse makes between $40,000 and $64,000 a year in salary. RNs who work with agencies earn nearly twice the amount of the employed nurses. It is therefore a financially viable proposal to have this retention program. A 10% decrease in nurse turnover is a direct savings due to less money spent to recruit staff to fill the vacant shifts and to pay staff to cover the shifts. The goal of the retention program will increase the quality of nursing services and decrease nursing errors.

Slide 5

Risk Mitigation Strategies

There are three different approaches to manage risk. The first one is the retirement of personnel estimates. The fact that it can do so enables employment planning, which does not have to incur the expensive period of time a staff shortage creates. The second is the retention of employees by giving them career advancement opportunities, flexible working hours, and innovative recognition and rewards systems as part of the mechanism to counter the high employee turnover problem. Lastly, the above parameters aid in evidence-based healthcare decision-making (Longo et al., 2024). The use of both strategies can contribute to guaranteeing the best financial result of the organization, improved quality of care, and a long-term workforce.

Slide 6

Proposed Solutions and Their Benefits

Trustworthy Home Health Care LLC is tackling its staffing problems by placing more emphasis on retaining its workers than being heavily dependent on the temporary workforce. While staffing agencies assist in bridging the urgent shortage in the workforce, they prove costly and lack continuity in the service. Agent turnover has been a problem for the industry. The frequent loss of workers results in heightened overtime and burnout, making it hard to attain steady and high-quality services. For that matter, the organization aims at boosting retention rather than continuously hiring new workers. A good retention plan will decrease recruitment costs, result in a stable workforce, and establish a pleasant working environment (Daly, 2025).

Slide 7

Operational Implementation Timeline

Betterment of employee retention is something that will be an enduring process; hence, Trustworthy Home Health Care LLC has decided to put the plan into action over a period of nine months. The phased approach will enable management to track progress while minimizing compliance disruptions.

The first three months of the process will address the issue of analyzing the current workforce situation. Management will act in different ways to gather information on the level of manpower, employee turnover rates, and general reliance on agency nurses.

From months three to five, the company will implement the first few retention initiatives, such as an improved orientation process, mentoring programs for newcomers, and more flexible schedules. According to research findings, companies that invest in communication and mentoring programs will improve employee retention rates (Süveges & Kurucz, 2024).

The last phase will be related to the issue of long-term employment engagement. Different wellness programs, career opportunities, and continuing education will be developed in order to make employees feel appreciated and valuable. It will be extremely important for the company to monitor employee retention rates, feedback, and revenues throughout the entire implementation of the plan.

Slide 8

Concrete Value to the Stakeholders

A better employee retention strategy would be beneficial to everyone involved in Trustworthy Home Health Care LLC.1559797050477The World Health Organization (2020) states that evidence-based healthcare generates more favorable results.

For the organization, it is very profitable to keep experienced workers since less money will have to be spent on hiring and training personnel.

Similarly, clients benefit from receiving more consistent care since they are more likely to receive help from the same team of professionals having knowledge of their medical issues and special needs.

In turn, workers find the job more comfortable and experience less burnout while having better opportunities to build a stable career pathway.

Slide 9

Cultural Sensitivity and Equitable Implementation

A good retention plan must combine workforce stability with equitable patient care. Trustworthy Home Health Care LLC has clientele from different cultures, which implies the importance of culturally responsive care.

When new staff members start working for the organization, training will underline the need for respecting the cultural values, beliefs, and communication preferences of each patient. It is necessary to create an inclusive environment, as employees who feel that they are respected and supported are far more likely to stay with their employer.

Studies show that organizations with better staffing and retention rates are in a better position to deliver excellent care (Daly, 2025).

Slide 10

Ethical Framework and Cost Equity

All of the four ethical principles will be supported by proper utilization of a sufficient number of staff to guarantee the safety of all patients by assigning nursing staff. The problems that crop up due to ineffective nursing staff can be traced through the injuries sustained by the nursing staff due to exhaustion and the nursing staff assigned (Meneses-La-Riva et al., 2025). This will also improve the problems facing the nursing staff, like communication, teamwork, collaboration, and the element of time.

Slide 11

Ensuring Universal Access and Affordability

The given model is designed to break the cost, race, ethnicity, and geographic location barriers to high-quality home care. Retention of employees will be addressed by building a positive working environment and valuing employee contributions (Health Carousel, 2022). This model will never result in inequity in service or cost because the model will specifically ensure uniformity in terms of service delivery to all clients irrespective of their race or any other aspect. Hence, the suggested model will bring equality in the price and availability of healthcare services.

Slide 12

Conclusion

The resulting burdens of internal staffing issues and an increased cost of nursing pose a hindrance to the organization in various fields such as client care, employee care, and financial sustenance of the organization. The suggested workforce stabilization and retention plan can be described as an evidence-based solution. A gradual execution of this plan cushions the budget of the organization as well as facilitates ethical, culturally safe, and equitable healthcare delivery processes. Finally, the plan will contribute to the improvement in the budget of the organization, establishment of benefits to the healthcare personnel, and assistance in the healthcare needs of the community.

References

Daly, T. J. (2025). The impact of staffing structures in long-term care homes on the quality of work-life and work outcomes of care-workers: A narrative scoping review. International Journal of Nursing Studies, 174, 105304–105304. https://doi.org/10.1016/j.ijnurstu.2025.105304

Health Carousel. (2022, October 13). Strategies to Improve Employee Retention in Healthcare. Www.healthcarousel.com. https://www.healthcarousel.com/post/employee-retention

Longo, L., Tomarchio, O., & Trapani, N. (2024). A structured approach for enhancing clinical risk monitoring and workflow digitalization in healthcare. Decision Analytics Journal, 11, 100462–100462. https://doi.org/10.1016/j.dajour.2024.100462

Meneses-La-Riva, M. E., Fernández-Bedoya, V. H., Suyo-Vega, J. A., Ocupa-Cabrera, H. G., Grijalva-Salazar, R. V., & Ocupa-Meneses, G. di D. (2025). Enhancing healthcare efficiency: The relationship between effective communication and teamwork among nurses in Peru. Nursing Reports, 15(2), 1–13. https://doi.org/10.3390/nursrep15020059

Süveges, M., & Kurucz, A. (2024). Focus on onboarding process: Examining mentoring and training programs from the perspective of HR and employees. Journal of Infrastructure Policy and Development, 8(12), 8733–8733. https://doi.org/10.24294/jipd.v8i12.8733

Walsh, N. (2025, July 21). The Real Cost of Nurse Turnover & How to Prevent It. Trevaworkforce.com. https://trevaworkforce.com/2025/07/21/the-real-cost-of-nurse-turnover-and-how-to-avoid-it/

Wong, A. K. C., Liu, T., Liu, L. Z., Bayuo, J., Tao, X., & Wong, F. K. Y. (2025). Healthcare and Social Needs of Older Adults in Underserved Urban Communities: Insights from Community Health Workers. Journal of Urban Health, 102. https://doi.org/10.1007/s11524-025-01011-9

World Health Organization. (2020, July 20). Fact sheet: Quality Health Services. Www.who.int. https://www.who.int/news-room/fact-sheets/detail/quality-health-services