scholarly journals Retention challenges of human resources for health: What are the alternatives incentives for retention of skilled health workers in Uganda health sector?

2015 ◽  
Vol 6 (2) ◽  
pp. 16-23 ◽  
Author(s):  
Ramadhan Hizaamu
Keyword(s):  
Human Resources ◽  
Health Workers ◽  
Human Resources For Health ◽  
Health Sector ◽  
Skilled Health

scholarly journals Challenges and policy opportunities in nursing in Saudi Arabia

2020 ◽  
Vol 18 (1) ◽  
Author(s):  
Mohammed Alluhidan ◽  
Nabiha Tashkandi ◽  
Fahad Alblowi ◽  
Tagwa Omer ◽  
Taghred Alghaith ◽  
...  
Keyword(s):  
Human Resources ◽  
Rural Areas ◽  
Health Workers ◽  
Human Resources For Health ◽  
Health Sector ◽  
Postgraduate Education ◽  
Work Load ◽  
Nursing School ◽  
Quality Healthcare ◽  
And Gender

Abstract Background The Kingdom of Saudi Arabia’s (KSA) health sector is undergoing rapid reform in line with the National Transformation Program, as part of Saudi’s vision for the future, Vision 2030. From a nursing human resources for health (HRH) perspective, there are challenges of low nursing school capacity, high employment of expatriates, labor market fragmentation, shortage of nurses in rural areas, uneven quality, and gender challenges. Case presentation This case study summarizes Saudi Ministry of Health (MOH) and Saudi Health Council’s (SHCs) evaluation of the current challenges facing the nursing profession in the KSA. We propose policy interventions to support the transformation of nursing into a profession that contributes to efficient, high-quality healthcare for every Saudi citizen. Key to the success of modernizing the Saudi workforce will be an improved pipeline of nurses that leads from middle and high school to nursing school; followed by a diverse career path that includes postgraduate education. To retain nurses in the profession, there are opportunities to make nursing practice more attractive and family friendly. Interventions include reducing shift length, redesigning the nursing team to add more allied health workers, and introducing locum tenens staffing to balance work-load. There are opportunities to modernize existing nurse postgraduate education, open new postgraduate programs in nursing, and create new positions and career paths for nurses such as telenursing, informatics, and quality. Rural pipelines should be created, with incentives and increased compensation packages for underserved areas. Conclusions Critical to these proposed reforms is the collaboration of the MOH with partners across the healthcare system, particularly the private sector. Human resources planning should be sector-wide and nursing leadership should be strengthened at all levels.

Need for Increased Investment in Human Resource for Health in India: Estimating the Required Investment for Increased Production of Health Professionals for Achieving Universal Health Coverage and Sustainable Development Goals by 2030.

2021 ◽  
Author(s):  
Anup Karan ◽  
Himanshu Negandhi ◽  
Mehnaz Kabeer ◽  
Tomas Zapata ◽  
Dilip Mairembam ◽  
...  
Keyword(s):  
Human Resources ◽  
Health Worker ◽  
Health Workforce ◽  
Health Workers ◽  
Human Resources For Health ◽  
Labour Force ◽  
Labour Productivity ◽  
Health Sector ◽  
National Income ◽  
Health Coverage

Abstract BACKGROUND: COVID-19 has reinforced the importance of having sufficient, well-distributed and competent health workforce. In addition to improving health outcomes, increased investment has the potential to generate employment, increase labour productivity along with fostering economic growth. With COVID-19 highlighting the gaps in human resources for health in India, there is a need to better and empirically understand the level of required investment for increasing the production of health workforce in India for achieving the UHC/SDGs.METHODS: The study used data from a range of sources including National Health Workforce Account 2018, Periodic Labour Force Survey 2018-19, population projection of Census of India, and review of government documents and reports. The study estimated shortages in the health workforce and required investments to achieve recommended health worker: population ratio thresholds by the terminal year of the SDGs 2030.RESULTS: Our results suggest that to meet the threshold of 34.5 skilled health worker per 10,000 population, there will be a shortfall of 0.16 million doctors and 0.65 nurses/midwives in the total stock of human resources for health by the year 2030. The shortages at the same threshold will be much higher (0.57 million doctors and 1.98 million nurses/midwives) in active health workforce by 2030. The shortages are even higher when compared with a higher threshold of 44.5 health workers per 10,000 population. The estimated investment for the required increase in the production of health workforce ranges from INR 523 billion to 2,580 billion for doctors. For nurses/midwives, the required investment is INR 1,096 billion. Such investment during 2021-25 has the potential of an additional employment generation within the health sector to the tune of 5.4 million and contribute to national income to the extent of INR 3,429 billion annually.Conclusion: India needs to significantly increase the production of doctors and nurses(/midwives) through investing in opening up of new medical colleges. Nursing sector should be prioritized to encourage talents to join nursing profession and provide quality education. India needs to set-up a benchmark of skill-mix ratio and provide attractive employment opportunities in health sector to increase the demand and absorb the new supply of graduates.

scholarly journals Cross-national comparisons of human resources for health – what can we learn?

2005 ◽  
Vol 1 (1) ◽  
pp. 59-78 ◽  
Author(s):  
CARL-ARDY DUBOIS ◽  
MARTIN MCKEE
Keyword(s):  
Human Resources ◽  
Comparative Studies ◽  
Human Resources For Health ◽  
Health Sector ◽  
International Health ◽  
Comparative Approach ◽  
Generative Capacity ◽  
International Comparative ◽  
Context Specific ◽  
Cross National

After a long period of neglect, the issue of human resources for health (HRH) has recently emerged as a core component on the international health agenda, with policy makers increasingly eager to learn from experience elsewhere. This article investigates systematically the opportunities and challenges associated with the use of cross-national comparisons of HRH policies and practices. It reviews the evidence in favour of using international comparative studies on HRH, discusses emerging opportunities for developing a cross-national research agenda to guide HRH policies in Europe, and highlights obstacles which may hinder the implementation of comparative studies on HRH. While demonstrating many opportunities offered by the comparative approach to improve understanding of human resources processes in the health sector, this article also emphasizes the dangers of simplistic pleas for the transfer of human resource policies without taking into account the context-specific factors and the generative capacity of the social actors in the design and implementation of policy changes.

scholarly journals Retention and Task Shifting in Human Resources for Health through Data Mining

2017 ◽  
Vol 10 (5) ◽  
pp. 29
Author(s):  
Cheng-Kun Wang
Keyword(s):  
Data Mining ◽  
Literature Review ◽  
Human Resources ◽  
Rural Areas ◽  
Health Workers ◽  
Human Resources For Health ◽  
Task Shifting ◽  
Good Tool ◽  
Medical Manpower ◽  
And Task

Human resources for health (HRH) are the backbone of the healthcare system, but a shortage of medical manpower and the misdistribution of human resources are critical problems in the rural areas of many countries till 2017. The shortage of medical manpower is a big issue between 2004 and 2013. Data mining of bibliometrics is a good tool to find the solutions for shortage of medical manpower. By analyzing 118,092 citations in 2,000 articles published in the SSCI and SCI databases addressing HRH from 2004 to 2013, we plotted the networks among authors in the field. We combine quantitative bibliometrics and a qualitative literature review to determine the important articles and to realize the relationships between important topics in this field. We find that retention and task shifting are the hot topics in HRH field between 2004 and 2013, and find out the solutions for these issues through literature review in later papers. The solution to the HRH shortage is to determine the motivations of health workers and to provide incentives to maintain their retention. Task shifting is another solution to the HRH crisis.

scholarly journals Human Resources in Healthcare and Health Outcomes in India

2020 ◽  
Vol 11 (2) ◽  
pp. 133-159
Author(s):  
Venkatanarayana Motkuri ◽  
Udaya S. Mishra
Keyword(s):  
Human Resources ◽  
Health Outcomes ◽  
Census Data ◽  
Health Workers ◽  
Human Resources For Health ◽  
Size Composition ◽  
Healthcare Services ◽  
World Health ◽  
Middle Income ◽  
Minimum Requirement

Human resources for health including health professionals and skilled health workers are crucial in shaping health outcomes. But the shortage of human resources in healthcare services is a reality and hence it has been a cause of concern in lower-middle income countries like India. The present exercise based on census data is a situation analysis of size, composition and distribution of human resources available in the Indian healthcare services. It also explores the relationship between educational development and health workers availability alongside the association between density of health workers and health outcomes across states of India. It is observed that despite the remarkable improvement in health workers density particularly during 2001–2011, the country is falling short of the World Health Organization’s (WHO) need-based minimum requirement (4.45 health workers per 1,000 population) of health workers. The exploratory verification asserts that there is a significant and strong positive relationship/association between the density of health workers and health outcomes.

scholarly journals Tracking health sector priority setting processes and outcomes for human resources for health, five-years after political devolution: a county-level case study in Kenya

2020 ◽  
Vol 19 (1) ◽  
Author(s):  
Joshua Munywoki ◽  
Nancy Kagwanja ◽  
Jane Chuma ◽  
Jacinta Nzinga ◽  
Edwine Barasa ◽  
...  
Keyword(s):  
Service Delivery ◽  
Human Resources ◽  
Priority Setting ◽  
Human Resources For Health ◽  
Health Sector ◽  
Health Service Delivery ◽  
County Level ◽  
Health Coverage ◽  
Middle Income

Abstract Background Health sector priority setting in Low and Middle-Income Countries (LMICs) entails balancing between a high demand and low supply of scarce resources. Human Resources for Health (HRH) consume the largest allocation of health sector resources in LMICs. Health sector decentralization continues to be promoted for its perceived ability to improve efficiency, relevance and participation in health sector priority setting. Following the 2013 devolution in Kenya, both health service delivery and human resource management were decentralized to county level. Little is known about priority setting practices and outcomes of HRH within decentralized health systems in LMICs. Our study sought to examine if and how the Kenyan devolution has improved health sector priority setting practices and outcomes for HRH. Methods We used a mixed methods case study design to examine health sector priority setting practices and outcomes at county level in Kenya. We used three sources of data. First, we reviewed all relevant national and county level policy and guidelines documents relating to HRH management. We then accessed and reviewed county records of HRH recruitment and distribution between 2013 and 2018. We finally conducted eight key informant interviews with various stakeholder involved in HRH priority setting within our study county. Results We found that HRH numbers in the county increased by almost two-fold since devolution. The county had two forms of HRH recruitment: one led by the County Public Services Board as outlined by policy and guidelines and a parallel, politically-driven recruitment done directly by the County Department of Health. Though there were clear guidelines on HRH recruitment, there were no similar guidelines on allocation and distribution of HRH. Since devolution, the county has preferentially staffed higher level hospitals over primary care facilities. Additionally, there has been local county level innovations to address some HRH management challenges, including recruiting doctors and other highly specialized staff on fixed term contract as opposed to permanent basis; and implementation of local incentives to attract and retain HRH to remote areas within the county. Conclusion Devolution has significantly increased county level decision-space for HRH priority setting in Kenya. However, HRH management and accountability challenges still exist at the county level. There is need for interventions to strengthen county level HRH management capacity and accountability mechanisms beyond additional resources allocation. This will boost the realization of the country’s efforts for promoting service delivery equity as a key goal – both for the devolution and the country’s quest towards Universal Health Coverage (UHC).

scholarly journals The role of information technology in strengthening human resources for health

2013 ◽  
Vol 114 (1) ◽  
pp. 67-79 ◽  
Author(s):  
Nicole Sarkis ◽  
Lillian Mwanri
Keyword(s):  
Information Technology ◽  
Health Services ◽  
Human Resources ◽  
Health Professionals ◽  
Service Providers ◽  
Health Workers ◽  
Human Resources For Health ◽  
English Literature ◽  
Content Type ◽  
The Pacific

Purpose – The purpose of this paper is to discuss innovative ways of addressing human resources for health (HRH) shortage in the Pacific, supported by a review of the literature and the Pacific Open Learning Health Network (POLHN), a programme created in response to the Pacific's HRH concern. Design/methodology/approach – A systematic search was conducted of English literature between 1990 and 2012. A number of key words, singly and/or in combination, were used to search for articles on ProQuest and PubMed. Original articles were identified and reference lists scrutinised to obtain additional literature. Due to the paucity of information, only narrative review was conducted and themes emerging from the literature identified and critically reviewed. Findings – There is a worldwide HRH shortage and a need to improve the skills of the health workforce to respond to changing population health needs. Continuing education (CE) through use of information technology (IT) is a means to strengthen HRH. POLHN is one example of an initiative to improve health worker skills and motivation. Technological change is increasingly common place in society. To make sense of these changes, practitioners can look for common themes in successful technological innovations of interactivity; information access, creation or sharing; communication; and simplicity. To ensure effective regulation of CE and IT there is a need to incorporate qualitative as well as quantitative measures, to prioritise the creation of quality, relevant, and appropriate resources and to facilitate access and active participation by health workers. Originality/value – The paper highlights the complexity of HRH shortage as a global problem, which demands multiple initiatives to respond to the shortage in the pursuit of skilled, equitable and just delivery of health services and distribution of health service providers. One initiative that has worked elsewhere is professional development of health professionals through the provision of CE using IT. Online learning offers a pathway to address HRH shortage and overcomes challenges posed by distance, limited infrastructure and in small remote communities. POLHN contributes to improved skills and knowledge among health professionals who can, as a result, deliver better health services in a region as geographically dispersed and isolated as the Pacific.

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.

Global Human Resources for Health: Ethical Aspects

2019 ◽  
pp. 126-143
Author(s):  
George W. Pariyo ◽  
Henry Lucas
Keyword(s):  
Health Care ◽  
Labor Market ◽  
Human Resources ◽  
Ethical Issues ◽  
Health Workers ◽  
Human Resources For Health ◽  
Quality Health Care ◽  
International Labor ◽  
Quality Health ◽  
Push And Pull

This chapter highlights the main ethical issues that arise in addressing the challenges of global human resources for health (HRH). It includes a brief overview of global HRH problems including shortages and poor working conditions that lead to pressures on the international labor market for health workers, as well as strategies that countries and the global community have taken to mitigate them. The main ethical issues that arise in dealing with global HRH are presented. These include equity of access to quality health care, implications of public versus private health care provision, privacy and confidentiality, fairness to health workers in personnel policies and practices, and managing the push and pull factors in the labor market that lead to the pressure for international migration of health personnel. The chapter highlights existing global conventions that could help governments and other policymakers to alleviate these challenges in a more ethically responsible way.

Diploma course: “The Social Smoking Cost in the National Economy”; A Necessary and Apply-able Tool

2019 ◽  
Author(s):  
Fe Fernandez Hernandez
Keyword(s):  
Human Resources ◽  
Professional Education ◽  
Health Workers ◽  
Health Sector ◽  
Postgraduate Education ◽  
Point Of View ◽  
Social Costs ◽  
The Social ◽  
Economic Control ◽  
Smoking Control

Objective: Create a diploma course about the smoking economic control. Introduction:The smoking economic control is a prioritized strategic for the diminution of tobacco and cigarettes consumption. In the real Cuban context, it evidences insufficient knowledge in economic subject by Public Health workers´ especially from the health workers related with the smoking control actions. In consequence it is necessary to apply to the Superior Medical Education to contribute to a better professional education for the human resources related directly with the smoking control. Material and methods: The theatricals methods used were the analysis and synthesis, the comparative and the inductive deductive. Like empiric method was used the bibliographic research. Results: The diploma course “The smoking´s social costs” is an answer from the necessity to improve the postgraduate formation from human resources hardly committed with the smoking control. This course explains smoking since a socioeconomic point of view with special emphasis in the social costs attributable to this risk factor. By itself the diploma course introduces an integral view of the smoking control and should be interesting for economists and accountants too. Conclusion: The diploma course takes account the particularities from the health sector respect to the postgraduate education necessities´ about the smoking economic control. Also, the diploma structure is according to the regulations established for it.

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