How does a high employee turnover rate impact the operations in a healthcare organization?

Give examples of one clinical and one nonclinical position in your answer. For example, what is the effect of a high turnover among lab technicians and among billing staff?

What data may be gathered and analyzed to assess the reasons for employee turnover?

What additional data might HRM gather?

What would you use for forecasting metrics for current and future staffing needs?

Give an example of a particular healthcare setting $($e$.$g$.,$ urban or rural, large or small hospital, or primary or tertiary care$).$

What best practices would you recommend for reducing healthcare employee turnover? Explain at least three such best practices and their positive affect on a healthcare organization.

Among clinical staff, would you target any particular age group for retention efforts? For example, would you make greater effort to retain younger staff for the organization's long$-$term staffing needs or would you rather retain more experienced employees to improve the quality of care?