scholarly journals Improving health workforce recruitment and retention in rural and remote regions of Nigeria

2010 ◽  
Author(s):  
Niyi Awofeso
Keyword(s):  
Health Workforce ◽  
Rural And Remote ◽  
Recruitment And Retention

Needs, Challenges, and Opportunities in Establishing and Maintaining Medical Education in Karnali Academy of Health Sciences (KAHS)

2019 ◽  
Vol 2 (2) ◽  
pp. 79-80
Author(s):  
Kiran Regmi ◽  
Kapil Amgain
Keyword(s):  
Medical Education ◽  
Health Services ◽  
Health Workforce ◽  
World Health ◽  
World Health Report ◽  
Rural And Remote ◽  
Recruitment And Retention ◽  
Remote Areas ◽  
The World ◽  
Rural And Remote Areas

 The constitution of Nepal (2015), article 35 (Right relating to health) stated that every citizen shall have the right to free basic health services from the State, and no one shall be deprived of emergency health services. According to the World Bank report (collection of development indicators compiled from various official sources, 2016), Nepal has 81% rural and remote populations. Health service delivery is a complex reality for the rural and remote populations and faces enormous challenges. One of them is insufficient and uneven distribution of health workforce. The World Health Report concluded that "the severity of the health workforce crisis is in some of the world's poorest countries, of which 6 are in South East Asia out of 57 countries having critical shortages of health workforce."1Even after 13 years situation has not much improved. Nepal faces a critical shortage of trained health workforce, especially in rural and remote areas. Health workforce recruitment and retention in rural and remote areas is a difficult task challenged by the preferences and migration of health workforce to urban areas in country, or even abroad for better life and professional development.2 One of the most effective strategies for health workforce recruitment and retention for rural and remote areas could be that of establishing and maintaining Medical Education in rural and remote areas decentralized from urban academic medical centers.

Developing a Competitive Advantage: Considerations from Australia for the Recruitment and Retention of Rural and Remote Primary Health Workers

2008 ◽  
Vol 14 (1) ◽  
pp. 106 ◽  
Author(s):  
Julaine Allan ◽  
Patrick Ball
Keyword(s):  
Human Resources ◽  
Health Workforce ◽  
Health Workers ◽  
Health Service Delivery ◽  
Research Literature ◽  
The Body ◽  
Rural And Remote ◽  
Retention Strategies ◽  
Recruitment And Retention ◽  
Workforce Issues

Globally, health workforce shortages in rural and remote areas significantly affect the capability of health systems, both public and private, to deliver their services. Regional and national governments and academic and professional bodies have been active in attempting to address the situation. This paper overviews the extensive human resources literature on recruitment and retention. Findings are contrasted with recent Australian and international research literature investigating health workforce issues. The context of rural health service delivery, workforce issues and recruitment and retention strategies implemented are discussed. Recruitment and retention issues for the rural and remote health workforce would be well understood if human resources knowledge was applied to the problem. However, few retention strategies were identified other than for general practitioners and no analyses of their effectiveness could be found. Health employers need to use the body of knowledge developed in the business sector to implement recruitment and retention strategies consistently, evaluate them and report the findings. "Silos" created by a sector or discipline-specific approach can be broken down by seeking knowledge from a number of disciplines. Health research can then focus on developing models of health care that address professional and community needs.

Factors that contribute to high-quality clinical supervision of the rural allied health workforce: lessons from the coalface

2019 ◽  
Vol 43 (6) ◽  
pp. 682 ◽  
Author(s):  
Priya Martin ◽  
Katherine Baldock ◽  
Saravana Kumar ◽  
Lucylynn Lizarondo
Keyword(s):  
Clinical Supervision ◽  
Health Workforce ◽  
Health Professionals ◽  
Allied Health ◽  
Rural And Remote ◽  
High Quality ◽  
Allied Health Professionals ◽  
Remote Health ◽  
Rural And Remote Health

Objective The aim of this study was to identify the factors contributing to high-quality clinical supervision of the allied health workforce in rural and remote settings. Methods This quantitative study was part of a broader project that used a mixed-methods sequential explanatory design. Participants were 159 allied health professionals from two Australian states. Quantitative data were collected using an online customised survey and the Manchester Clinical Supervision Scale (MCSS-26). Data were analysed using regression analyses. Results Supervisee’s work setting and choice of supervisor were found to have a positive and significant influence on clinical supervision quality. Supervisee profession and time in work role were found to have a negative and significant influence on the quality of clinical supervision. Conclusions High-quality clinical supervision is essential to achieve quality and safety of health care, as well as to support the health workforce. Information on high-quality clinical supervision identified in this study can be applied to clinical supervision practices in rural and remote settings, and to professional support policies and training to enhance the quality of supervision. What is known about the topic? There is mounting evidence on the benefits of clinical supervision to health professionals, organisations and patients. Clinical supervision enhances recruitment and retention of the health workforce. However, there are still gaps regarding the factors that contribute to high-quality clinical supervision, especially for rural and remote health professionals. What does this paper add? This study, the first of its kind, recruited rural and remote health professionals from seven allied health disciplines across two Australian states. It investigated the factors that influence high-quality clinical supervision in this under-resourced group. This paper outlines specific factors that contribute to clinical supervision quality for rural and remote allied health professionals. What are the implications for practitioners? Effective and high-quality clinical supervision of the rural and remote allied health workforce can enhance recruitment and retention in those areas. Healthcare organisations can facilitate effective clinical supervision delivery by using the evidence gathered in this study in clinical supervision policy, training and practice.

scholarly journals Redressing the gender imbalance: a qualitative analysis of recruitment and retention in Mozambique’s community health workforce

2020 ◽  
Vol 18 (1) ◽  
Author(s):  
Rosalind Steege ◽  
Miriam Taegtmeyer ◽  
Sozinho Ndima ◽  
Celso Give ◽  
Mohsin Sidat ◽  
...  
Keyword(s):  
Qualitative Analysis ◽  
Community Health ◽  
Health Workforce ◽  
Gender Imbalance ◽  
Recruitment And Retention

scholarly journals Interventions to improve recruitment and retention of physicians in rural and remote Canada: a systematic review

2019 ◽  
Author(s):  
Claire Lafortune ◽  
Jeffrey Gustafson
Keyword(s):  
Systematic Review ◽  
Medical Education ◽  
Medical Students ◽  
Rural And Remote ◽  
Recruitment And Retention ◽  
Effective Strategies ◽  
Rural Physicians ◽  
Final Sample ◽  
Remote Healthcare ◽  
Local Residents

Purpose: Rural and remote regions of Canada struggle to attract and retain an adequate healthcare workforce to provide the healthcare needed by their local residents. The purpose of this systematic review is to explore current literature that has analyzed strategies for recruitment and retention of physicians to rural and remote regions in Canada. Methods: Scopus and PubMed were searched for articles. To be included in the review, the titles yielded from the initial search had to be in English and meet one of the inclusion criteria: (1) address rural and/or remote healthcare, (2) focus on medical students or physicians, and (3) discuss recruitment or retention strategies. Titles were excluded that discussed non-OECD countries, or that were not original journal articles. The final sample of articles were analyzed by both reviewers for content and emerging themes. Summary of Results and Conclusion: The initial search yielded a total of 3397 titles for review. After applying criteria described above, 35 articles remained for review. A variety of recruitment and retention themes were identified targeting physicians before, during, and after their medical education. The most effective strategies consistently appear to be those aimed before medical education, specifically admitting medical students who have a rural background. This review aims to provide a summary of the currently available research to assist with evidence-based decision making to increase supply and retention of rural physicians.

scholarly journals Impact of the Northern Studies Stream and Rehabilitation Studies programs on recruitment and retention to rural and remote practice: 2002-2010

2015 ◽  
Author(s):  
Christopher Winn ◽  
Brock Chisholm ◽  
Jackie Hummelbrunner ◽  
Joyce Tryssenaar ◽  
Liane Kandler
Keyword(s):  
Rural And Remote ◽  
Recruitment And Retention

scholarly journals Intersectionality of gender in recruitment and retention of the health workforce in Africa: a rapid review

2021 ◽  
pp. 698-706
Author(s):  
Chigozie Uneke ◽  
Bilikis Uneke
Keyword(s):  
Human Resources ◽  
Health Workforce ◽  
Health Workers ◽  
Human Resources For Health ◽  
Rapid Review ◽  
Cultural Norms ◽  
Power Relationship ◽  
Recruitment And Retention ◽  
Management Positions ◽  
Pubmed Search

Background: Despite the importance of gender and intersectionality in policy-making for human resources for health, these issues have not been given adequate consideration in health workforce recruitment and retention in Africa. Aims: The objective of this review was to show how gender intersects with other sociocultural determinants of health to create different experiences of marginalization and/or privilege in the recruitment and retention of human resources for health in Africa. Methods: This was rapid review of studies that investigated the intersectionality of gender in relation to recruitment and retention of health workers in Africa. A PubMed search was undertaken in April 2020 to identify eligible studies. Search terms used included: gender, employment, health workers, health workforce, recruitment and retention. Criteria for inclusion of studies were: primary research; related to the role of gender and intersectionality in recruitment and retention of the health workforce; conducted in Africa; quantitative or qualitative study design; and published in English. Results: Of 193 publications found, nine fulfilled the study inclusion criteria and were selected. Feminization of the nursing and midwifery profession results in difficulties in recruiting and deploying female health workers. Male domination of management positions was reported. Gender power relationship in the recruitment and retention of the health workforce is shaped by marriage and cultural norms. Occupational segregation, sexual harassment and discrimination against female health workers were reported. Conclusion: This review highlights the importance of considering gender analysis in the development of policies and programmes for human resources for health in Africa.

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