Retention Dilemma: “Analysis of the Mystery of Employee Attrition in a Teaching Hospital”

Introduction: Attrition rates in various cadres are a major issue in tertiary care facilities; attrition rates are one of the important factors used by accrediting bodies to assess the efficacy of Quality services provided by accredited hospitals. Human resource difficulties, such as lowering the attrition rate, are also key leadership challenges in any firm. The challenge of motivating and retaining health workers is crucial, since low motivation and high drop-out rates can impact overall performance, cost, and sustainability. Tertiary care hospital has recognized the importance of this issue and are making significant efforts to avoid attrition. The goal of this review is to understand the many reasons for staff attrition recognized by selected Tertiary Care Hospital. Tertiary care hospital Leaders would find the reasons indicated by Tertiary care hospital and the attrition rate reported in this study to be especially useful in addressing attrition in their individual Tertiary care hospital. Aim: This study was done in order to find to Rate of attrition of Doctors & nurses in a tertiary hospital and to determine the Reasons behind the attrition for Doctors &nurses leaving the hospital Objectives is to explore the reasons of Doctors & Nurses abandoning Tertiary Care Hospital, to determine the attrition rate of health-care personnel, to Enhancing staff retention for the benefit of organizational growth. Methodology: An analysis will be carried out based on the Exit interviews conducted over a 6-month period indicated the attrition rate and the reasons for it. A research was conducted to better understand the Tertiary Care Hospital's experience and the reasons for attrition. Results: Taking into account the results, greater opportunities, and further study, Marriage, caring for a family, working for the government, relocating, a recommendation from a doctor, discipline, a health issue, go back to your hometown A number of factors were examined, including improper document submission, travel and distance, job description & job role changes, higher salaries and others. Based on the findings, the organization is committed to taking ownership of preventing obstacles to the professional development, learning, and learning of healthcare personnel. As people are the assets of any organization that enable it to achieve its goals and set benchmarks, the hospital administration decided to streamline the HR Management system, which will be very advantageous in keeping employees and providing quality services. Tertiary care hospital administrators would find the reasons indicated by Tertiary care hospital and the attrition rate reported in this study to be especially useful in addressing attrition in their individual Tertiary care hospital.