Global Human Resources for Health: Ethical Aspects

Author(s):  
George W. Pariyo ◽  
Henry Lucas

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.

2013 ◽  
Vol 20 (4) ◽  
pp. 426-435 ◽  
Author(s):  
Joyce Engel ◽  
Dawn Prentice

Interprofessional collaboration has become accepted as an important component in today’s health care and has been guided by concerns with patient safety, quality health-care outcomes, and economics. It is widely accepted that interprofessional collaboration improves patient outcomes through enhanced communication among health-care providers and increased accessibility to services. Although there is a paucity of research that provides confirmatory evidence, interprofessional competencies continue to be incorporated into the curricula of health-care students. This article examines the ethics of interprofessional collaboration and ethical issues that arise from the mainstream adoption of interprofessional competencies and the potential for moral distress in nursing.


2020 ◽  
Vol 16 (2) ◽  
pp. 1-7 ◽  
Author(s):  
Mihir Dilip Kalambi

India has a colossal shortage of human resources for health. The management of human resources in a healthcare institution is vital to enable the delivery of efficient and effective medical services and to achieve patient satisfaction. Everyone proclaims that the human asset is the most important asset. On the other side, health is declared to be one of the most important wealth. Hospitals and pharmaceutical companies constitute two arms of the “health management/ maintenance” effort of humanity. Human resource professionals face many hurdles in their attempt to deliver high-quality health care to citizens. Some of these constraints include budgets, lack of congruence between different stakeholders' values, absenteeism rates, high rates of turnover, and low morale of health personnel.


2007 ◽  
Vol 22 (5) ◽  
pp. 351-359 ◽  
Author(s):  
Hani Mowafi ◽  
Kristin Nowak ◽  
Karen Hein ◽  

AbstractThe human resources crisis in humanitarian health care parallels that seen in the broader area of health care. This crisis is exacerbated by the lack of resources in areas in which humanitarian action is needed—difficult environments that often are remote and insecure—and the requirement of specific skill sets is not routinely gained during traditional medical training. While there is ample data to suggest that health outcomes improve when worker density is increased, this remains an area of critical under-investment in humanitarian health care. In addition to under-investment, other factors limit the availability of human resources for health (HRH) in humanitarian work including: (1) over-reliance on degrees as surrogates for specific competencies; (2) under-development and under-utilization of national staff and beneficiaries as humanitarian health workers; (3) lack of standardized training modules to ensure adequate preparation for work in complex emergencies; (4) and the draining of limited available HRH from countries with low prevalence and high need to wealthier, developed nations also facing HRH shortages.A working group of humanitarian health experts from implementing agencies, United Nations agencies, private and governmental financiers, and members of academia gathered at Hanover, New Hampshire for a conference to discuss elements of the HRH problem in humanitarian health care and how to solve them. Several key elements of successful solutions were highlighted, including: (1) the need to develop a set of standards of what would constitute “adequate training” for humanitarian health work; (2) increasing the utilization and professional development of national staff; (3) “training with a purpose” specific to humanitarian health work (not simply relying on professional degrees as surrogates); (4) and developing specific health taskbased competencies thereby increasing the pool of potential workers.Such steps would accomplish several key goals, such as: (1) more confidently ensuring that individuals hired for a given post would have the capacity to function at a commonly understood level of training; (2) greatly increasing the potential number and types of workers available for humanitarian work;(3) increasing the efficiency of human resources utilization in humanitarian projects; and (4) recognition that humanitarian work is a multi-disciplinary endeavor: these goals will contribute to ensuring that humanitarian health workers have a minimum training in broader humanitarian action, making them more effective team members in the field.Efforts were made to highlight some promising pilot programs for human resource development in humanitarian work, to identify a future vision for humanitarian health as a profession, and to develop a human resources strategy for achieving that vision.


2021 ◽  
Vol 2 (1) ◽  
pp. 289-299
Author(s):  
Ontran Sumantri Riyanto ◽  
David Maharya Ardyantara ◽  
Raditya Sri Krisnha Wardhana ◽  
Laurensius Lungan

Doctors and paramedics  as health resources are the main component of health care providers to the public to achieve health development goals by national goals. Doctors and paramedics  are the vanguard of treating Covid-19 patients with a very high risk of transmission of the virus. Legal protections for Doctors and paramedics  are often overlooked as if society is apathetic and opinionated that it is already a duty and responsibility as medical personnel. Legal protections for the safety of Doctors and paramedics  are less noticed, even though medical personnel are the vanguard in the handling of the Covid-19 pandemic. Speaking of legal protections certainly cannot be released from rights and obligations. Unprotected health workers, in this case, the profession of health workers. Violation of the rights of Doctors and paramedics related to covid-19 patient services that often occur is that the patient does not provide honest information on his condition as a Person in supervision or Patient In Supervision, so the more prone to the transmission of the Covid-19 virus that certainly has a domino effect on both doctors, Doctors and paramedics, other patients and also their families. Legal protection of Doctors and paramedics  should be a serious concern of governments and hospitals. The patient must need and trained to be honest with what he feels and does. Legal protections that will surely make Doctors and paramedics  feel protected in carrying out their humanitarian duties. All good measures of the assessment until evaluation will be carried out properly. Synergy together is the way to be done for all to realize quality health care.


2022 ◽  
pp. 1344-1351
Author(s):  
Mihir Dilip Kalambi

India has a colossal shortage of human resources for health. The management of human resources in a healthcare institution is vital to enable the delivery of efficient and effective medical services and to achieve patient satisfaction. Everyone proclaims that the human asset is the most important asset. On the other side, health is declared to be one of the most important wealth. Hospitals and pharmaceutical companies constitute two arms of the “health management/ maintenance” effort of humanity. Human resource professionals face many hurdles in their attempt to deliver high-quality health care to citizens. Some of these constraints include budgets, lack of congruence between different stakeholders' values, absenteeism rates, high rates of turnover, and low morale of health personnel.


2020 ◽  
Vol 54 (6) ◽  
Author(s):  
Marianne Joy N. Naria-Maritana ◽  
Gabriel R. Borlongan ◽  
Ma-Ann M. Zarsuelo ◽  
Ara Karizza G. Buan ◽  
Frances Karen A. Nuestro ◽  
...  

Background. Inequities in health care exist in the Philippines due to various modifiable and non-modifiable determinants. Through the years, different interventions were undertaken by the government and various stakeholders to address these inequities in primary care. However, inequities still continue to persist. The enactment of the Universal Health Care (UHC) Act aims to ensure that every Filipino will have equitable access to comprehensive and quality health care services by strengthening primary care. As a step towards UHC, the government endeavors to guarantee equity by prioritizing assistance and support to underserved areas in the country. This paper aims to review different interventions to promote equity in the underserved areas that could aid in needs assessment. Methods. A search through PUBMED and Google Scholar was conducted using the keywords, “inequity,” “primary care” and “Philippines.” The search yielded more than 10,000 articles which were further filtered to publication date, relevance to the topic, and credibility of source. A total of 58 full-text records were included in the review. Results and Discussion. In the Philippines, inequities in primary care exist in the context of health programs, facilities, human health resources, finances, and training. These were recognized by various stakeholders, from government and private sector, and nongovernment organizations, taking actions to address inequities, applying different strategies and approaches but with a shared goal of improving primary care. On another end, social accountability must also be instilled among Filipinos to address identified social and behavioral barriers in seeking primary care. With political commitment, improvement in primary care towards health equity can be achieved. Conclusion and Recommendation. To address inequities in primary care, there is a need to ensure adequate human resources for health, facilities, supplies such as medications, vaccination, clean water, and sources of funds. Moreover, regular conduct of training on healthcare services and delivery are needed. These will capacitate health workers and government leaders with continuous advancement in knowledge and skills, to be effective providers of primary care. Institutionalizing advocacy in equity through policies in healthcare provision would help realize the aims of the Universal Health Care Act.


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