Nurse career mapping: a qualitative case study of a new hospital

Abstract

Background Career mapping is an effective strategy for providing nurses with a clear direction and a realistic time scale for achieving their career goals. The purpose of this research is to investigate career mapping for nurses at a new hospital in Jakarta. Method The study design is qualitative and implements a focussed case study approach. Data were collected from focus group discussions (FGDs) with two groups: one group consisted of eight staff nurses and the other consisted of six nurse managers. An inductive content analysis of all transcripts from the FGDs and of field notes was conducted independently. Result This research produced seven themes that together portray the entire career mapping process. In Hospital X, the career map for a particular nurse is based on the level of formal education, the length and nature of their work experience and a competency assessment. A self-assessment process and considerations related to competence in all aspects of nursing have been included in the process for nurses at Hospital X. The idea that nurses should be positioned in a working environment that matches their level of competency is a fundamental principle for nursing managers. Conclusion As a new hospital, Hospital X has implemented nurse career mapping and striven for accreditation. Career developments not only become the responsibility of an organisation but also the responsibility of individuals to develop themselves and their careers. Electronic supplementary material The online version of this article (10.1186/s12912-019-0353-z) contains supplementary material, which is available to authorized users.

Nurse Manager Core Competencies: A Proposal in the Spanish Health System

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Relationship Between Nurses’ Readiness and Institutional Readiness in Developing Nursing Career Paths in Public Health Centers

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“…Still, it is not only institutions that take the responsibility toward the change itself but also the individuals, especially nurses, who have the intention of taking part in career development. A qualitative research on nursing career mapping found that nursing officers or managers needed to provide a position suitable to the individual's competency (Sandehang et al, 2019). Holt et al (2010) stated that individual readiness to change is divided into two factors, including structural and psychological factors.…”

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