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 Human resources for health in Botswana: The results of in-country database and reports analysis

2014 ◽  
Vol 6 (1) ◽  
Author(s):  
Oathokwa Nkomazana ◽  
Wim Peersman ◽  
Merlin Willcox ◽  
Robert Mash ◽  
Nthabiseng Phaladze
Keyword(s):  
Human Resources ◽  
Health Workforce ◽  
Urban Areas ◽  
Health Workers ◽  
Human Resources For Health ◽  
Monitoring And Evaluation ◽  
Health Professions ◽  
World Health ◽  
African Countries ◽  
Middle Income

Background: Botswana is a large middle-income country in Southern Africa with a population of just over two million. Shortage of human resources for health is blamed for the inability to provide high quality accessible health services. There is however a lack of integrated, comprehensive and readily-accessible data on the health workforce.Aim: The aim of this study was to analyse the existing databases on health workforce in Botswana in order to quantify the human resources for health.Method: The Department of Policy, Planning, Monitoring and Evaluation at the Ministry of Health, Ministry of Education and Skills Development, the Botswana Health Professions Council, the Nursing and Midwifery Council of Botswana and the in-country World Health Organization offie provided raw data on human resources for health in Botswana.Results: The densities of doctors and nurses per 10 000 population were four and 42,respectively; three and 26 for rural districts; and nine and 77 for urban districts. The average vacancy rate in 2007 and 2008 was 5% and 13% in primary and hospital care, respectively, but this is projected to increase to 53% and 43%, respectively, in 2016. Only 21% of the doctors registered with the Botswana Health Professions Council were from Botswana, the rest being mainly from other African countries. Botswana trained 77% of its health workforce locally.Conclusion: Although the density of health workers is relatively high compared to the region, they are concentrated in urban areas, insuffiient to meet the projected requirements and reliant on migrant professionals.

scholarly journals Applying WHO COVID-19 Workforce Estimate Tools Remotely in an African Context: A Case Report From Mali and Kenya

2021 ◽  
Author(s):  
Pamela A. McQuide ◽  
Amy Finnegan ◽  
Katherine M Terry ◽  
Andrew Nelson Brown ◽  
Cheick Oumar Toure ◽  
...  
Keyword(s):  
Human Resources ◽  
Health Systems ◽  
Health Workforce ◽  
Health Workers ◽  
Human Resources For Health ◽  
Human Resources Management ◽  
World Health ◽  
Local Context ◽  
African Countries ◽  
African Context

Abstract BackgroundThe COVID-19 pandemic has increased the burden on health systems, particularly in low- and middle-income countries where health systems already struggle. To meet health workforce planning needs during the pandemic, IntraHealth International used two tools created by the World Health Organization (WHO) Regional Office for Europe. The Health Workforce Estimator (HWFE) allows the estimation of the quantity of health workers needed to treat patients during a surge, and the Adaptt Surge Planning Support Tool helps to predict the timing of a surge in cases and the number of health workers and beds needed for predicted caseload. These tools were adapted to fit the African context in a rapid implementation over five weeks in one region in Mali and one region in Kenya with the objective to test the feasibility of adapting these tools, which use a Workload Indicators of Staffing Need (WISN)-inspired human resources management methodology, to obtain daily and surge projections of COVID-19 human resources for health needs.Case presentationUsing a remote team in the US and in-country teams in Mali and Kenya, IntraHealth enacted a phased plan to gather stakeholder support, collect data related to health systems and COVID-19 cases, populate data into the tools, verify modeled results with results on the ground, enact policy measures to meet projected needs, and conduct national training workshops for the ministries of health.ConclusionsThis phased implementation in Mali and Kenya demonstrated that the WISN approach applied to the Health Workforce Estimator and Adaptt tools can be readily adapted to the local context for African countries to rapidly estimate the number of health workers and beds needed to respond to the predicted COVID-19 pandemic caseload. The results may also be used to give a proxy estimate for needed health supplies—e.g., oxygen, medications, and ventilators. Challenges included accurate and timely data collection and updating data. The success of the pilot can be attributed to the adapted WHO tools, the team composition in both countries, access to human resources data, and early support of the ministries of health, with the expectation that this methodology can be applied to other country contexts.

scholarly journals Edukasi dan Deteksi Dini Komplikasi Kehamilan dengan Pemeriksaan Laboratorium

2020 ◽  
Vol 1 (2) ◽  
pp. 43-49
Author(s):  
Rochany Septiyaningsih ◽  
Dhiah Dwi Kusumawati ◽  
Frisca Dewi Yunadi ◽  
Septiana Indratmoko
Keyword(s):  
Pregnant Women ◽  
Health Workers ◽  
World Health ◽  
Maternal Deaths ◽  
Middle Income ◽  
Pregnancy And Childbirth ◽  
Delivery Assistance ◽  
The World ◽  
Laboratory Examinations ◽  
Health Organization

The World Health Organization (WHO) states that maternal mortality worldwide due to complications during pregnancy and childbirth in 2017 is estimated at around 810 cases. Between 2000 and 2017 there was a decline in the ratio of MMR around the world by 38%. WHO also states that 94% of global maternal deaths occur in low and middle income countries. In Indonesia, maternal deaths due to complications from pregnancy or childbirth every year are estimated at 20,000 mothers died from five million births. Delivery assistance by trained health workers in health facilities can be an effort to reduce MMR and IMR. In addition, awareness of pregnant women is also important for the importance of having a pregnancy with a health worker. This community service aims to increase the knowledge of pregnant women about anemia and to detect early pregnancy complications by laboratory examinations. The target of this activity is 15 pregnant women. The dedication activity is conducting educational activities, laboratory examinations in Tambakreja Village, Cilacap Regency. Based on the results of this activity it was concluded that there was an increase in knowledge of pregnant women about anemia and found 2 pregnant women experiencing anemia from 15 pregnant women and urine examination found all negative pregnant women

scholarly journals Understanding How Incentives Influence Motivation and Retention of Health Workers

2012 ◽  
pp. 1148-1163
Author(s):  
Posy Bidwell ◽  
Stephen Thomas ◽  
Silvia Stringhini
Keyword(s):  
Human Resources ◽  
Financial Incentives ◽  
Health Workers ◽  
Critical Factor ◽  
Research Needs ◽  
Middle Income ◽  
Middle Income Countries ◽  
Professional Ethos ◽  
Human Resources Strategies

A critical factor in addressing the human resources crisis in low and middle income countries (LMIC) is the ability to recruit, motivate, and retain health workers. Failure in this area is one of the main causes of decline in availability of services and quality of care. Various financial and non-financial incentives have been implemented and this chapter will explore available evidence to see whether they have influenced motivation. Additionally, Maslow’s hierarchy of needs is used to determine if there is a hierarchy of how incentives are valued. While Maslow’s model is a useful tool to classify themes of health worker needs, it would appear that workers are motivated without each level having to be fulfilled in turn. While financial incentives may help with retention, they can cause erosion of professional ethos, do not increase job satisfaction, or act as motivators to perform well. More research needs to be done in order to design more effective human resources strategies.

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 for health interventions in high- and middle-income countries: findings of an evidence review

2020 ◽  
Vol 18 (1) ◽  
Author(s):  
Sophie Witter ◽  
Mariam M. Hamza ◽  
Nahar Alazemi ◽  
Mohammed Alluhidan ◽  
Taghred Alghaith ◽  
...  
Keyword(s):  
Human Resources ◽  
Human Resources For Health ◽  
Health Interventions ◽  
Middle Income ◽  
Middle Income Countries ◽  
Evidence Review

scholarly journals Health Literacy of Hearing-Impaired High School Students, Some of the Problem, and their Expectations

2019 ◽  
Vol 29 (Supplement_4) ◽  
Author(s):  
K Gür ◽  
G Dolaner ◽  
R Turan
Keyword(s):  
High School ◽  
High School Students ◽  
Health Literacy ◽  
Health Outcomes ◽  
Sign Language ◽  
Healthcare Service ◽  
Health Workers ◽  
Healthcare Services ◽  
Hearing Impaired ◽  
School Students

Abstract Purpose This study aims to determine hearing-impaired students’ levels of health literacy, problems when they receive healthcare service and their expectations. Methods This descriptive study was conducted on 88 hearing-impaired high school students over 15 years of age. The data collection tools used in the study are “Form of Problems Experienced When Receiving Healthcare Service”, “Form of Expectations from Healthcare Service”, and Turkey Health Literacy Scale (THLS-32). The researchers know sign language. The Health Sciences Faculty granted approval for the study (04.12.2017-255). The families were informed of the program through the school administration, and their consent was obtained. Results 70.5% of the students had inadequate, 19.3% had limited, 2.3% had adequate and 8% had excellent health literacy levels. Those who had communication problems with the doctor (25%), those who misused the prescribed medication (13.6%) and those who could not use the medication without help (43.2%) had low THLS scores (<0.05). Those who stated that they did not understand what the nurses said (43.2%) and the health education materials (56.8%) and those who reported that they were confused when they had more than one appointment (20.5%) had significantly low THLS scores (<0.05). 55.7% of them expected that their prescriptions or care procedures were to be given in writing, and 87.5% expected them to be told in sign language. Conclusions Most of of the participants have significantly weaker general health literacy. Students with low THLS scores have less understanding of the given information and have problems with health workers. Main messages: This can create disparities and inequalities in the use of healthcare services and in the health outcomes. Key messages This can create disparities and inequalities in the use of healthcare services. This can create disparities and in the 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).

Sign in / Sign up

Export Citation Format

Share Document