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.

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.

scholarly journals What is a reasonable length of employment for health workers in Australian rural and remote primary healthcare services?

2013 ◽  
Vol 37 (2) ◽  
pp. 256 ◽  
Author(s):  
Deborah Jane Russell ◽  
John Wakerman ◽  
John Stirling Humphreys
Keyword(s):  
Literature Review ◽  
Health Workforce ◽  
Primary Healthcare ◽  
Health Workers ◽  
Geographic Location ◽  
Rural And Remote ◽  
Retention Strategies ◽  
Professional Groups ◽  
Workforce Retention ◽  
Health Worker Retention

Background. Optimising retention of rural and remote primary healthcare (PHC) workers requires workforce planners to understand what constitutes a reasonable length of employment and how this varies. Currently, knowledge of retention patterns is limited and there is an absence of PHC workforce benchmarks that take account of differences in geographic context and profession. Methods. Three broad strategies were employed for proposing benchmarks for reasonable length of stay. They comprised: a comprehensive literature review of PHC workforce-retention indicators and benchmarks; secondary analysis of existing Australian PHC workforce datasets; and a postal survey of 108 rural and remote PHC services, identifying perceived and actual workforce-retention patterns of selected professional groups. Results. The literature review and secondary data analysis revealed little that was useful for establishing retention benchmarks. Analysis of primary data revealed differences in retention by geographic location and profession that took time to emerge and were not sustained indefinitely. Provisional benchmarks for reasonable length of employment were developed for health professional groups in both rural and remote settings. Conclusions. Workforce-retention benchmarks that differ according to geographic location and profession can be empirically derived, facilitating opportunities for managers to improve retention performance and reduce the high costs of staff replacement. What is known about the topic? Health services located in small rural and remote locations are likely to continue to experience workforce shortages and high costs of recruitment. Health workforce retention is therefore crucial. However, effective rural health workforce planning and use of strategies to maximise retention of existing health workers is hindered by inadequate knowledge about baseline employment-retention patterns. What does this paper add? Differences in health worker retention patterns by geographic location and profession are most evident after the first 6 months through until the end of the second year of employment. Health worker-retention benchmarks that differ according to geographic location and profession are proposed. What are the implications for practitioners? Benchmarking workforce retention in comparable health services can enable identification of best practice and the underpinning retention strategies. Workforce planners can use this, together with knowledge of baseline retention patterns and the high cost of staff replacement, to guide the design, timing and implementation of cost-neutral retention strategies.

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

2021 ◽  
Vol 27 (07) ◽  
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.

scholarly journals Community health workers at the dawn of a new era: 2. Planning, coordination, and partnerships

2021 ◽  
Vol 19 (S3) ◽  
Author(s):  
Muhammad Mahmood Afzal ◽  
George W. Pariyo ◽  
Zohra S. Lassi ◽  
Henry B. Perry
Keyword(s):  
Global Health ◽  
Human Resources ◽  
Community Health ◽  
Community Health Workers ◽  
Health Systems ◽  
Health Workforce ◽  
Health Workers ◽  
Human Resources For Health ◽  
Critical Role ◽  
New Era

Abstract Background Community health workers (CHWs) play a critical role in grassroots healthcare and are essential for achieving the health-related Sustainable Development Goals. While there is a critical shortage of essential health workers in low- and middle-income countries, WHO and international partners have reached a consensus on the need to expand and strengthen CHW programmes as a key element in achieving Universal Health Coverage (UHC). The COVID-19 pandemic has further revealed that emerging health challenges require quick local responses such as those utilizing CHWs. This is the second paper of our 11-paper supplement, “Community health workers at the dawn of a new era”. Our objective here is to highlight questions, challenges, and strategies for stakeholders to consider while planning the introduction, expansion, or strengthening of a large-scale CHW programme and the complex array of coordination and partnerships that need to be considered. Methods The authors draw on the outcomes of discussions during key consultations with various government leaders and experts from across policy, implementation, research, and development organizations in which the authors have engaged in the past decade. These include global consultations on CHWs and global forums on human resources for health (HRH) conferences between 2010 and 2014 (Montreux, Bangkok, Recife, Washington DC). They also build on the authors’ direct involvement with the Global Health Workforce Alliance. Results Weak health systems, poor planning, lack of coordination, and failed partnerships have produced lacklustre CHW programmes in countries. This paper highlights the three issues that are generally agreed as being critical to the long-term effectiveness of national CHW programmes—planning, coordination, and partnerships. Mechanisms are available in many countries such as the UHC2030 (formerly International Health Partnership), country coordinating mechanisms (CCMs), and those focusing on the health workforce such as the national Human Resources for Health Observatory and the Country Coordination and Facilitation (CCF) initiatives introduced by the Global Health Workforce Alliance. Conclusion It is imperative to integrate CHW initiatives into formal health systems. Multidimensional interventions and multisectoral partnerships are required to holistically address the challenges at national and local levels, thereby ensuring synergy among the actions of partners and stakeholders. In order to establish robust and institutionalized processes, coordination is required to provide a workable platform and conducive environment, engaging all partners and stakeholders to yield tangible results.

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.

scholarly journals A Discrete Choice Experiment on Factors Influencing Attrition and Motivation of Frontline Health Workers in Remote and Rural Areas in Nigeria

2021 ◽  
Author(s):  
Sunny C Okoroafor ◽  
Chukwuemeka Nwachukwu ◽  
Martin Osubor
Keyword(s):  
Discrete Choice ◽  
Health Workforce ◽  
Choice Experiment ◽  
Health Workers ◽  
Rural And Remote ◽  
Remote Areas ◽  
Factors Influencing ◽  
Frontline Health Workers ◽  
Rural And Remote Areas

Abstract Background The current policy thrust in Nigeria is to ensure that there exists qualified, skilled, and adequate health workforce for the achievement of universal health coverage. To achieve this, evidence combination of strategies/interventions on factors influencing attraction, retention, and motivation of the health workforce is needed to ensure the equitable distribution of the health workforce across the country.Methods We conducted a discrete choice experiment study to determine the combinations of incentives that may increase the retention of frontline health workers in rural and remote areas in Nigeria. The study was undertaken across rural and urban locations in Bauchi State between August and October 2018 amongst 145 students and practicing health workers. Results Health workers are 14.6 and 14.4 times more likely to take up a rural posting or continue to stay in their present rural posts if there was basic housing and improvement of the quality of the facilities respectively. The preference for rural job location increased by 6.17 times if good schools for children's education were provided. The highest willingness-to-pay was for the provision of basic housing or housing allowance with a high utility of 0.609 followed by improved quality of facility with sufficient staff number and type, equipment, drugs, and medical supplies with a utility value of 0.607. Conclusion Improving the working conditions of health workers will support retention in rural health posts. Based on the findings, we recommend the introduction of housing incentives in rural and remote areas to support the retention of health workers. This should be accompanied by deliberate interventions to improve the quality of the health facilities ensuring adequate and functional equipment and uninterrupted supplies.

Building Nursing and Midwifery Capacity Through Rwanda’s Human Resources for Health Program

2017 ◽  
Vol 29 (2) ◽  
pp. 192-201 ◽  
Author(s):  
Glorieuse Uwizeye ◽  
Donatilla Mukamana ◽  
Michael Relf ◽  
William Rosa ◽  
Mi Ja Kim ◽  
...  
Keyword(s):  
Human Resources ◽  
Health Workers ◽  
Human Resources For Health ◽  
Health Service Delivery ◽  
Cultural Humility ◽  
Self Awareness ◽  
The Sustainable Development ◽  
Collaborative Environment ◽  
Development Goals ◽  
Nurses And Midwives

Global disparities in the quantity, distribution, and skills of health workers worldwide pose a threat to attainment of the Sustainable Development Goals by 2030 and deepens already existing global health inequities. Rwanda and other low-resource countries face a critical shortage of health professionals, particularly nurses and midwives. This article describes the Human Resources for Health (HRH) Program in Rwanda, a collaboration between the Ministry of Health of Rwanda and a U.S. consortium of academic institutions. The ultimate goal of the HRH Program is to strengthen health service delivery and to achieve health equity for the poor. The aim of this article is to highlight the HRH nursing and midwifery contributions to capacity building in academic and clinical educational programs throughout Rwanda. International academic partnerships need to align with the priorities of the host country, integrate the strengths of available resources, and encourage a collaborative environment of cultural humility and self-awareness for all participants.

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.

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