Seminar paper from the year 2015 in the subject Health - Public Health grade: 1 5 University
of Queensland course: Strategic Human Resources Management language: English abstract: The
Mater Private Hospital is the biggest hospital of Mater Health Services. Its main strengths are
the long tradition and good reputation due to a high healthcare quality. The focus on high
quality is also positioned in its vision to become the leader of compassionate and exceptional
healthcare. Currently reaching the vision is at risk. Due to a poor work-life balance the job
satisfaction as well as motivation of nurses decreased. In addition high stress levels lead to
a poor nursing outcome and impair the healthcare quality. Furthermore an increasing turnover
rate causes lowered organisational cost efficiency and high recruitment costs. An internal and
external analysis of the labour market the MPH and the role of nurses showed the great
importance of a good WLB a high commitment and a high retention rate. Since one of MPH's main
goals is to continually improve its employment offer in order to increase the retention rate
it is recommendable that it implements an intervention that increases the WLB job satisfaction
and retention rate. Two possible interventions have been examined: (1) Flexible Working Hours
and (2) Mentoring Programme. The recommended intervention for the MPH is implementing a
Mentoring Programme. It shows the same advantages in its outcome as the flexible working hours
(higher job satisfaction better WLB higher commitment). However it has more advantages than
flexible working hours: it also improves older nurses' retention improves the team environment
and improves the knowledge and education of younger nurses. Therefore it contributes to
achieve the MPH's vision by increasing the healthcare quality. A generated action plan
including key actions success criteria timescales resources responsibilities monitoring
and evaluation against success criteria shows a detailed implementation strategy. After the
implementation it is recommendable according to the CHRM framework to continually assess and
improve the mentoring programme.
