scholarly journals Looking back to look forward: a review of human resources for health governance in South Africa from 1994 to 2018

2020 ◽  
Vol 18 (1) ◽  
Author(s):  
Manya Van Ryneveld ◽  
Helen Schneider ◽  
Uta Lehmann
Keyword(s):  
South Africa ◽  
Human Resources ◽  
National Health ◽  
Health Workforce ◽  
Human Resources For Health ◽  
Successful Implementation ◽  
Health Governance ◽  
Health Human Resources ◽  
The Past ◽  
Epidemic Period

AbstractWhile South Africa has had a fairly consistent record of producing national-level strategic plans for human resources for health in the past 25 years, the country continues to face major problems of affordability, availability, distribution and management of its health workforce. There are several factors contributing to the state of health human resources in the country, but problems with governance stand out as one area requiring further research, analysis and critique. This paper presents a retrospective analysis of the historical patterns in national health human resources governance in South Africa, based on a desktop policy review spanning 25 years after democracy. The authors took a multi-pronged, iterative approach, reviewing policy documents alongside grey and published literature. This led to a timeline showing key legislation, relevant health system and human resource policies, interventions, reviews and evaluations from 1994 to 2018. The review identified three distinct periods that help to characterise the terrain of human resources for health governance over the concerned 25 years. Firstly, a foundational period, in which much of the constitutional and legislative groundwork was laid. Secondly, the HIV epidemic period, which presented a major disruption to the development of system wide governance interventions and improvements. Thirdly, the launch of National Health Insurance discussions and policy processes, which signalled a gradual return to a comprehensive systems focus in line with the founding principles of the first period. Using this periodisation, as well as a conceptual framework of health human resources governance functions based on international literature, the authors argue that South Africa has experienced both progress and challenges in human resources for health governance. This has affected the successful implementation of its policy and strategic planning over the past 25 years. Good governance for human resources for health requires capable stewardship, underpinned by an appropriate mix of technical and administrative skills and explicit political support. The review findings suggest that strengthening human resources for health governance roles, including fostering purposeful stewardship by the National Department of Health, may be key to shifting the terrain in the availability and performance of South Africa’s health workforce going forwards.

The use of human resource information systems in two retail organisations in the Western Cape, South Africa

2017 ◽  
Vol 1 (2) ◽  
Author(s):  
Emmanuel Udekwe ◽  
Andre C. De la Harpe
Keyword(s):  
South Africa ◽  
Information Systems ◽  
Human Resources ◽  
Human Resource ◽  
The Body ◽  
Retail Industry ◽  
Successful Implementation ◽  
Western Cape ◽  
Report Generation ◽  
Resource Information

Orientation: The retail industry is the largest contributor to employment and the gross domestic product (GDP) in the Western Cape, South Africa. The management of human resources in this very competitive industry is a high priority for all retailers. The successful implementation, maintenance and use of human resource information systems (HRISs) are an integral part of many retailers.Research purpose: Human resource information systems are difficult to implement and maintain, and as a result, organisations cannot effectively utilise these systems to their benefit. The purpose of this paper is to explore the factors affecting the implementation, maintenance and use of HRISs in two retail organisations in the Western Cape.Motivation of study: Many retailers find it difficult to apply and utilise HRISs to their benefit and to the systems’ full potential. This study explores the challenges retailers are facing when implementing, maintaining and using HRISs.Research design, approach and method: Multiple case studies were used to conduct the research. Data were collected through a semi-structured questionnaire using interviews. Twenty-one interviews were conducted in the two retail companies to gain an understanding of the use of HRISs within these organisations. The data were analysed using a thematic method of analysis. The units of analysis were the Human Resources and the Information Technology departments of both companies. The units of observation were (21) purposively selected employees in the two mentioned departments of both retail organisations.Main findings: This research shows an under-utilisation of the HRIS in both companies as a result of poor data quality, lack of adequate training and the high cost of implementing and maintaining the system. There is a gap in terms of data analytics and report generation. This gap leads to the under-utilisation of the HRISs preventing the retailers to optimise the benefits of the HRIS.Practical and managerial implications: For organisations to reap benefits from HRISs, a change management strategy and a rigorous training programme are needed that will focus on the implemented maintenance and improved usage of these systems.Contribution: The contribution of the study includes proposed guidelines for the effective and efficient use of HRISs. The study further contributes to the body of knowledge in shedding light on the implementation, maintenance and use of HRISs in the retail industry in the Western Cape, South Africa.

scholarly journals Where are we short and who are we short of? A review of the human resources for health in South Africa

2012 ◽  
Vol 17 (1) ◽  
Author(s):  
Gavin George ◽  
Timothy Quinlan ◽  
Candice Reardon ◽  
Jean-François Aguilera
Keyword(s):  
Public Health ◽  
South Africa ◽  
Health Care ◽  
Health Services ◽  
Human Resources ◽  
Nursing Care ◽  
Human Resources For Health ◽  
Health Care Personnel ◽  
Public Health Services ◽  
The Public

This review showed that thinking about the shortage of health care personnel merely in terms of insufficient numbers prevents sound strategic interventions to solve the country’s human resources for health (HRH) problem. It revealed that the numbers shortage was one facet of a broader problem that included the mal distribution of HRH, production of the wrong skills in the nursing care, the attrition of staff from the public health services and, contextually, the ever-changing demands on the health services. The challenge in South Africa was furthermore to train and retain health care personnel with skills and expertise that are commensurate with the changing demands on the public health services.Uit hierdie oorsig het dit duidelik geblyk dat die tekort van gesondheidsorgpersoneel slegs in terme van ontoereikende getalle val en ’n omvattende strategiese ingryping om die land se menslike gesondheidshulpbron krisis op te los, belemmer. Dit het aangedui dat die getalletekort  maar slegs een fasset van ’n groter probleem uitmaak, wat onder andere die volgende insluit: die oneweredige verspeiding van menslike gesondheidshulpbronne, ’n fokus op ontoepaslike vaardighede in die opleiding van verpleegpersoneel, die behoud van personeel in die openbare gesondheidsektor, asook die konstant-veranderlike eise van die gesondheidsdienste. Verder was die uitdaging in Suid Afrika die opleiding en behoud van gesondheidsorgpersoneel met kennis en vaardighede wat tred hou met die veranderlike eise van die openbare gesondheidsdienste.

scholarly journals A review of the 2030 Human Resources for Health Strategy: Implications for dentistry in South Africa

2021 ◽  
Vol 76 (06) ◽  
pp. 367-373
Author(s):  
Ahmed Bhayat ◽  
Ntombizodwa R Nkambule ◽  
Thomas K Madiba
Keyword(s):  
South Africa ◽  
Human Resources ◽  
Human Resources For Health ◽  
Health Coverage ◽  
Dental Services ◽  
The Public ◽  
Department Of Health ◽  
Health Strategy ◽  
Independent Review ◽  
Heath Care

The South African National Department of Health (NDoH) released a report in March 2020: “2030 Human Resources for Health (HRH) Strategy: Investing in the Health Workforce for Universal Health Coverage”. This report, has implications for the training of dental personnel and the planning of dental services in South Africa(SA). The aim was to summarise and critique the HRH strategic document with reference to dentistry. This was an independent review of the report and included recommendations and implications for the training of dental personnel in SA. The report employed two models to predict the number of dental personnel that will be required; one on achieving provincial equity and the other on improving access to Primary Heath Care (PHC) facilities. The calculations were based on dental personnel employed in the public sector and the number of uninsured people in SA. The first model predicted a shortfall of 486 dentists, 60 specialists, 13 Dental Technicians (Dent Tech), 162 Dental Therapists (DTs) and 104 Oral Hygienists (OHs). The second model, based on PHC utilization, predicted a surplus of 341 dentists and a shortage of 1128 OHs and 1164 DTs. In order to meet these shortages, NDoH would have to allocate R840 million or 2.3 Billion rands respectively, depending on which model is chosen. Irrespective of the model utilised, the NDoH needs to create and fill more dental posts, especially in provinces with low dental practitioner to population ratios. Dental training institutions need to align the training of dental graduates to meet the demands as set out in the report.

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 Synthesis and Application of Assessment Framework for Human Resources for Health Policy Implementation: Gaps in India’s National Health Policy

2020 ◽  
Author(s):  
Sweta Dubey ◽  
Jeel Vasa ◽  
siddhesh zadey
Keyword(s):  
Health Policy ◽  
Human Resources ◽  
National Health ◽  
Human Resources For Health ◽  
Implementation Strategies ◽  
World Health ◽  
National Health Policy ◽  
Four Dimensions ◽  
Health Organization ◽  
Almost All

Abstract Background: Human Resources for Health (HRH) are crucial to improve health services coverage and population health outcomes. The World Health Organization (WHO) promotes four dimensions - availability, accessibility, acceptability, and quality (AAAQ) for HRH strengthening. Integrating AAAQ dimensions in policymaking is essential to reduce the critical shortage of HRH in India. Methods: We created a multilevel framework consisting of implementable strategies and actions that can improve AAAQ dimensions. We assessed and monitored the incorporation of dimensions in HRH-related recommendations of all versions of the National Health Policy of India (NHPI) policies using this framework. Recommendations were coded using this framework and classified according to targeted dimensions and cadres. We formulated dimension-wise normalized indices to calculate HRH deficits for pre-NHPI years and assess situational deficiencies. Finally, we evaluated whether or not the HRH recommendations of NHPIs addressed the deficient cadres and dimensions for the corresponding year. Results: We observed that HRH availability and quality were focused more in NHPI compared to accessibility and acceptability. Doctors were prioritized over auxiliary nurses-midwives and health assistants. AAAQ indices showed deficits in all dimensions in almost all cadres over the years. The cadres focused by NHPI recommendations did not completely correspond to the deficient cadres. Conclusion: The framework and indices based method can help identify the gaps between targeted and needed dimensions and cadres for effective HRH strengthening in countries. At the global level, the application of framework and indices will allow a comparison of the strengths and weaknesses of HRH-related policies and indicate implementation strategies and actions.

scholarly journals Human Resources for Health challenges during health emergencies—low number of workers in El Salvador

2019 ◽  
Vol 29 (Supplement_4) ◽  
Author(s):  
MP Amaya Amaya
Keyword(s):  
Human Resources ◽  
El Salvador ◽  
Emergency Response ◽  
Health Workforce ◽  
Healthcare Workers ◽  
Human Resources For Health ◽  
Ministry Of Health ◽  
Healthcare Workforce ◽  
The Government ◽  
Work Done

Abstract El Salvador is one of the 57 countries considered to be in Human Resources for Health (HRH) crisis according to the World Health Organization (WHO). El Salvador’s healthcare worker density is 1.95 health professionals per 1,000 population, with even lower numbers in certain departments of the country. There have been improvements in the distribution of healthcare workers since 2010; however, on average it has remained “in crisis” based on the 2006 World Report definition. The increase in vector borne diseases in the region, has resulted in an overwhelmed vector control system and public health sector in many Central American countries. This study aims to analyze whether the healthcare workers identify the numbers of HRH as a factor that affects the health system response during health emergencies. Through an extensive review of scientific literature, country reports, 16 meetings and 34 in depth semi-structured interviews with key stakeholders; this paper explores the challenges healthcare workers faced and how they were influenced by the numbers of available HRH during recent arboviral epidemics in El Salvador, using the recent Zika epidemic as a point of comparison. The study findings suggest that some of the barriers that the health workforce identified during health emergencies include factors related to the low availability of HRH such as feelings of tiredness, being overwhelmed, as well as a need to rely on doctors in their social year in some areas of the country. Despite this, they also recognize that the recent intersectoral work done by the government and the Ministry of Health, has helped to overcome the obstacles of a low healthcare workforce by involving other sectors of society into the emergency response. Therefore, there is not a clear consensus on how the low number of HRH affect the health emergency response. Key messages The study findings suggest that some of the barriers that the health workforce identified during health emergencies include factors related to the low availability of HRH. They also recognize that the recent intersectoral work done by the government and the Ministry of Health, has helped to overcome the obstacles of a low healthcare workforce.

scholarly journals Challenges and facilitators of implementation of an information communication and technology (ICT)-based human resources management tool in the government health sector in Bangladesh: protocol for an exploratory qualitative research study

BMJ Open ◽  
2020 ◽  
Vol 10 (12) ◽  
pp. e043939
Author(s):  
Dipika Shankar Bhattacharyya ◽  
Sohana Shafique ◽  
Sadika Akhter ◽  
Aminur Rahman ◽  
Md Zahidul Islam ◽  
...  
Keyword(s):  
Human Resources ◽  
Low Income ◽  
Qualitative Data ◽  
Service Providers ◽  
Human Resources For Health ◽  
Management Tool ◽  
Ethical Review ◽  
Research Review ◽  
Successful Implementation ◽  
Review Committee

IntroductionTo improve human resources for health (HRH) management in Bangladesh, the directorate general of health services (DGHS) introduced a new information and communications technology (ICT) tool, named ‘human resources information system (HRIS)’, to process real-time HRH data of all facilities under the DGHS. However, synchronisation is a major concern since multiple authorities are involved in the implementation of the tool at different tiers of the health system. Introducing ICT tools in healthcare organisations has always proved challenging as evidence from low-income and middle-income countries suggests. The knowledge gap in terms of factors that support or constrain the successful implementation of the HRIS in Bangladesh will be investigated in this exploratory study to identify ways of engaging the key stakeholders in a better way for an effective use of the tool.Methods and analysisDesk review and qualitative data collection methods will be used to address the study objectives. Key informant interviews and in-depth interviews will be conducted to explore perspectives of policy-makers, programme managers, service providers and other stakeholders to understand the barriers to implementing HRIS in the context of Bangladesh. We plan to organise stakeholder consultation workshops to validate the qualitative study findings and to seek suggestions for ensuring a successful implementation of the HRIS. Framework analysis will be applied to analyse qualitative data, and an outline with the definitions of a priori codes guided by the policy engagement framework will be prepared. Besides, emerging themes will also be identified. A data display matrix will be prepared to summarise and interpret the findings for policy review.Ethics and disseminationThe research review committee and the ethical review committee of icddr,b have approved the research protocol. Findings from the study will be communicated through national and international forums, conferences, policy briefs and peer-reviewed journal publications.

Current situation of human resource for health and the outcomes of healthcare workforce policies on the healthcare indicators among ethnic minorities

2020 ◽  
Vol 04 (02) ◽  
pp. 115-122
Author(s):  
Thi My Bui ◽  
Huyen Chu ◽  
Quynh Pham
Keyword(s):  
Human Resources ◽  
Policy Implementation ◽  
Ethnic Minorities ◽  
Health Workforce ◽  
Human Resources For Health ◽  
Minority Group ◽  
Health Indicators ◽  
Healthcare Services ◽  
Services Utilization ◽  
Healthcare Workforce

A descriptive study was employed by using desk-studyapproach, focused on the reports and policies of the human resources for health in Vietnam, especially for the ethnic minority group. This study aimed to describe the status of the healthcare workforce in Vietnam and some outcomes of implementating the health workforce policies on the healthcare indicators among the ethnic minority group. The results of this study based on the data of health indicators for the period of 2013-2018. The main findings showed that the quantity and quality of the health workforce had increased gradually and also the health status and healthcare services utilization in the ethnic people had improved. However, the health workforce still had an imbalance in both quantitative and qualitative dimensions. While comparing to the general population, the inequity in healthcare services utilization and health indicators of ethnic minorities group still remained. Therefore, the Government and Ministry of Health need to review and develop the specific policies of the healthcare workforce to attract and maintain the health workers in the remote areas for ethnic minorities group. At the local health level, it is necessary to take the initiative in advising on develop the policies of the healthcare workforce; Strengthen the collaboration with all the stakeholders in the policy implementation; Monitoring and evaluation of the policy implementation to suggest the appropriate recommendations and solutions in the upcoming period. Keywords: Health workforce, human resources for health, ethnic minorities, health policy, health care, healthcare service utilization,…

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