Scholarships and the healthcare human resources crisis

Background Inequitable distribution of human resources in healthcare is one of the main obstacles to improve any health system. This study aimed to evaluate inequalities in the distribution of human resources in healthcare in South Khorasan Province, Iran. Methods We have investigated three types of health staff (i.e. nurses, general practitioners, and specialists) from 2013 to 2018. Data were collected from the annual reports of the Statistical Centre of Iran. The Gini coefficient and time trend regression were applied to measure the inequality. Results The distribution of specialists and general practitioners were the highest and lowest inequality, respectively. Inequalities in the distribution of nurses and specialists have decreased from 2013 to 2018, while the Gini coefficients of the general practitioners have increased from 0.31 to 0.38. According to the regression analysis, inequality in the distribution of nurses and specialists was decreasing over the time; however, the decline was only significant for specialists. While the coefficient B for general practitioners is positive, this indicates raised inequality, but the observed increase was not significant. Conclusions This study revealed that Iran, similar to several other low- and middle-income countries, is with faced the challenge of inequitable distribution of human resources in healthcare, which in turn indicates the necessity of reforms at national and regional levels to address inequalities in the distribution of healthcare human resources, particularly in South Khorasan Province. Hence, the main policy recommendation is to focus on continuous monitoring and evaluation of resource allocation in South Khorasan Province to reduce inequalities.

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Creation of a central public healthcare human resources management department to coordinate existing agencies

Health Policy and Management ◽

10.4332/kjhpa.2012.22.4.703 ◽

2012 ◽

Vol 22 (4) ◽

pp. 703-710 ◽

Cited By ~ 1

Author(s):

Seok-Jun Yoon ◽

Hye-Young Seo ◽

Yoon Hyung Park

Keyword(s):

Human Resources ◽

Human Resources Management ◽

Public Healthcare ◽

Resources Management ◽

Healthcare Human Resources

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Using Ontologies for the E-learning System in Healthcare Human Resources Management

Informatica Economica ◽

10.12948/issn14531305/19.2.2015.02 ◽

2015 ◽

Vol 20 (2/2015) ◽

pp. 15-24 ◽

Cited By ~ 2

Author(s):

Lidia BAJENARU ◽

Ana-Maria BOROZAN ◽

Ion SMEUREANU

Keyword(s):

Human Resources ◽

Human Resources Management ◽

Learning System ◽

Resources Management ◽

E Learning ◽

Healthcare Human Resources

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Healthcare Human Resources: Trends and Demand in Saudi Arabia

Healthcare ◽

10.3390/healthcare9080955 ◽

2021 ◽

Vol 9 (8) ◽

pp. 955

Author(s):

Khalid Alnowibet ◽

Adel Abduljabbar ◽

Shafiq Ahmad ◽

Latifah ALqasem ◽

Nabil Alrajeh ◽

...

Keyword(s):

Saudi Arabia ◽

Human Resources ◽

Private Sector ◽

Allied Health ◽

High Rate ◽

Healthcare Sector ◽

Current Status ◽

Series Data ◽

Healthcare Human Resources ◽

The Impact

This paper estimates the impact of policies on the current status of Healthcare Human Resources (HHR) in Saudi Arabia and explores the initiatives that will be adopted to achieve Saudi Vision 2030. Retrospective time-series data from the Ministry of Health (MOH) and statistical yearbooks between 2003 and 2015 are analyzed to identify the impact of these policies on the health sector and the number of Saudi and non-Saudi physicians, nurses and allied health specialists employed by MOH, Other Government Hospitals (OGH) and Private Sector Hospitals (PSH). Moreover, multiple regressions are performed with respect to project data until 2030 and meaningful inferences are drawn. As a local supply of professional medical falls short of demand, either policy to foster an increase in supply are adopted or the Saudization policies must be relaxed. The discrepancies are identified in terms of a high rate of non-compliance of Saudization in the private sector and this is being countered with alternative measures which are discussed in this paper. The study also analyzed the drivers of HHR demand, supply and discussed the research implications on policy and society. The findings suggest that the 2011 national Saudization policy yielded the desired results mostly regarding allied health specialists and nurses. This study will enable decision-makers in the healthcare sector to measure the effectiveness of the new policies and, hence, whether to continue in implementing them or to revise them.

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Inequality in the Distribution of Healthcare Human Resources in Poland

Sustainability ◽

10.3390/su12052043 ◽

2020 ◽

Vol 12 (5) ◽

pp. 2043 ◽

Cited By ~ 5

Author(s):

Justyna Rój

Keyword(s):

Human Resources ◽

Population Distribution ◽

Theil Index ◽

Policy And Practice ◽

Family Doctors ◽

Closed Data ◽

Resources Distribution ◽

The Lorenz Curve ◽

Healthcare Human Resources ◽

Healthcare Need

Human resources are the major input in health systems. Therefore, their equitable distribution remains critical in making progress towards the goal of sustainable development. The purpose of this study is to evaluate equity in the distribution of healthcare human resources across regions of Poland from 2010 to 2017. This research by applying specifically to Polish conditions will allow the existing gap in the literature to be closed. Data were derived from the Database of Statistics Poland, and the Lorenz Curve/Gini coefficient was engaged as well as the Theil index to measure the extent and drivers of inequality in the distribution of healthcare human resources in macro-regions. Population size along with crude death rates are employed as proxies for healthcare need/demand. This research has several major findings. Mainly, it was found, that the geographical distribution of all types of human resources is less equitable than is the case with population distribution. Relatively lower equity in the access to oncologists, family doctors, and cardiologists was found. There are some noticeable differences between macro-regions in the equity level of healthcare human resources distribution. This research provides various implications for policy and practice and will allow for improved planning and more efficient use of these resources.

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Health Human Resources Trends: A Systematic Review of the Past Decade

Yuksekogretim Dergisi ◽

10.2399/yod.20.806187 ◽

2021 ◽

Vol 11 (3) ◽

pp. 625-637

Author(s):

Ayten Doğan-Keskin ◽

Neriman Aral

Keyword(s):

Human Resources ◽

Health System ◽

Academic Staff ◽

Resource Planning ◽

University Education ◽

World Health ◽

Healthcare Sector ◽

Health Human Resources ◽

The Past ◽

Healthcare Human Resources

The World Health Organization (WHO) defines healthcare human resources as one of the basic building blocks of the health system. Human resources drive the health system. The WHO has reported a global shortage of health workers. When the demand for healthcare is higher than the supply, problems can arise in terms of healthcare human resources and delivery. Some studies suggest that there is an insufficient number of healthcare employees in Turkey, whereas others report that the number of healthcare workers is sufficient in some health fields. The Covid-19 pandemic, which has influenced the whole world, has also changed the profession choices of young people, who are now placing the professions related to healthcare at the top of their list. Therefore, both the demand for and the interest in the healthcare sector and the related occupations are likely to increase. As health human resources planning grows in importance, carrying out this study during the pandemic period becomes critical. Considering the importance of health human resource planning and university education, and focusing on the human resources trends in the healthcare sector, this study analyzed the number of health-related faculties and programs, student quotas, academic staff, and the number of students per faculty member. The findings indicate that the number and student quota of all the healthcare programs and faculties have increased rapidly in the past decade; however, the number of academic staff in some programs remains insufficient.

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