Human resources for health policies: a critical component in health policies

Abstract

In the last few years, increasing attention has been paid to the development of health policies. But side by side with the presumed benefits of policy, many analysts share the opinion that a major drawback of health policies is their failure to make room for issues of human resources. Current approaches in human resources suggest a number of weaknesses: a reactive, ad hoc attitude towards problems of human resources; dispersal of accountability within human resources management (HRM); a limited notion of personnel administration that fails to encompass all aspects of HRM; and finally the short-term perspective of HRM.There are three broad arguments for modernizing the ways in which human resources for health are managed:• the central role of the workforce in the health sector;• the various challenges thrown up by health system reforms;• the need to anticipate the effect on the health workforce (and consequently on service provision) arising from various macroscopic social trends impinging on health systems.The absence of appropriate human resources policies is responsible, in many countries, for a chronic imbalance with multifaceted effects on the health workforce: quantitative mismatch, qualitative disparity, unequal distribution and a lack of coordination between HRM actions and health policy needs.Four proposals have been put forward to modernize how the policy process is conducted in the development of human resources for health (HRH):• to move beyond the traditional approach of personnel administration to a more global concept of HRM;• to give more weight to the integrated, interdependent and systemic nature of the different components of HRM when preparing and implementing policy;• to foster a more proactive attitude among human resources (HR) policy-makers and managers;• to promote the full commitment of all professionals and sectors in all phases of the process.

Job Satisfaction And Morale In The Ugandan Health Workforce

“…A modernized policy on health workforce performance, including an absence-management policy to address filling in for workers away on study leave, could address problems of supply and working conditions related to workforce retention. 17 Given the sizable gap between salaries in Uganda and those abroad (salaries in the United Kingdom are approximately thirteen times higher), it seems critically important to begin to address compensation factors to avoid turnover and reduce incentives to leave the health sector or the country. 18 Ugandan Catholic hospital data on turnover (obtained and analyzed separately) revealed that low salary was the leading reason for individuals' leaving their jobs in 2005.…”

Substitution Reduced Health Work Force Syndrome: A Way Forward for Developing Countries

“…Among this NGO clinic referred the cases, identification and management of sepsis (NCD5), identification and management of omphalitis (NCD6), identification and management of LBW babies (refer <1, 800 (NCD7), identification and management of neonatal jaundice (NCD8) and Union health and family welfare center referred the cases-identification and management of neonatal jaundice (NCD8), identification and management of breastfeeding problems (NCD9) [7]. But Upazilla health complex able to serve all of services for newborn care after delivery shows in beside Figure 4C.…”

Autonomía en la gestión hospitalaria en Chile: los desafíos para el recurso humano en salud

“…10 At the same time, considering the effi cient use of human resources within the context of institutional capacity should be an essential part of the reform process; this includes the reorientation of education, the training and practice of professionals and the study of ways to retain and strengthen the capacity of human resources for health.…”