A Comprehensive Framework for Human Resources for Health System Development in Fragile and Post-Conflict States

Efficiency gains is a potential strategy to expand Kenya’s fiscal space for health. We explored health sector stakeholders’ understanding of efficiency and their perceptions of the factors that influence the efficiency of county health systems in Kenya. We conducted a qualitative cross-sectional study and collected data using three focus group discussions during a stakeholder engagement workshop. Workshop participants included health sector stakeholders from the national ministry of health and 10 (out 47) county health departments, and non-state actors in Kenya. A total of 25 health sector stakeholders participated. We analysed data using a thematic approach. Health sector stakeholders indicated the need for the outputs and outcomes of a health system to be aligned to community health needs. They felt that both hardware aspects of the system (such as the financial resources, infrastructure, human resources for health) and software aspects of the system (such as health sector policies, public finance management systems, actor relationships) should be considered as inputs in the analysis of county health system efficiency. They also felt that while traditional indicators of health system performance such as intervention coverage or outcomes for infectious diseases, and reproductive, maternal, neonatal and child health are still relevant, emerging epidemiological trends such as an increase in the burden of non-communicable diseases should also be considered. The stakeholders identified public finance management, human resources for health, political interests, corruption, management capacity, and poor coordination as factors that influence the efficiency of county health systems. An in-depth examination of the factors that influence the efficiency of county health systems could illuminate potential policy levers for generating efficiency gains. Mixed methods approaches could facilitate the study of both hardware and software factors that are considered inputs, outputs or factors that influence health system efficiency. County health system efficiency in Kenya could be enhanced by improving the timeliness of financial flows to counties and health facilities, giving health facilities financial autonomy, improving the number, skill mix, and motivation of healthcare staff, managing political interests, enhancing anticorruption strategies, strengthening management capacity and coordination in the health sector.

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Examining Health Sector Stakeholder Perceptions on the Efficiency of County Health Systems in Kenya

10.1101/2020.09.17.20196378 ◽

2020 ◽

Author(s):

Lizah Nyawira ◽

Rahab Mbau ◽

Julie Jemutai ◽

Kara Hanson ◽

Sassy Molyneux ◽

...

Keyword(s):

Public Finance ◽

Human Resources ◽

Health System ◽

Health Systems ◽

Human Resources For Health ◽

Health Sector ◽

System Efficiency ◽

Efficiency Gains ◽

Finance Management ◽

Health System Efficiency

Efficiency gains is a potential strategy to expand Kenyas fiscal space for health. We explored health sector stakeholders understanding of efficiency and their perceptions of the factors that influence the efficiency of county health systems in Kenya. We collected data during a stakeholder engagement workshop. Workshop participants included health sector stakeholders from the national ministry of health and 10 (out 47) county health departments, and non-state actors in Kenya. We divided stakeholders into three groups and carried out facilitated group discussions followed by whole group feedback and discussion session. A total of 25 health sector stakeholders participated. We analysed data using a thematic approach. Health sector stakeholders indicated the need for the outputs and outcomes of a health system to be aligned to community health needs. They felt that both hardware aspects of the system (such as the financial resources, infrastructure, human resources for health) and software aspects of the system (such as health sector policies, public finance management systems, actor relationships) should be considered as inputs in the analysis of county health system efficiency. They also felt that while traditional indicators of health system performance such as intervention coverage or outcomes for infectious diseases, and reproductive, maternal, neonatal and child health (RMNCH) are still relevant, emerging epidemiological trends characterized by an increase in the burden of non-communicable diseases (NCDs) should also be considered. The stakeholders identified public finance management, human resources for health, political interests, corruption, management capacity, and poor coordination as factors that influence the efficiency of county health systems. An in-depth examination of the factors that influence the efficiency of county health systems could illuminate potential policy levers for generating efficiency gains. Mixed methods approaches could facilitate the study of both hardware and software factors that are considered inputs, outputs or factors that influence health system efficiency.

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Implementation of an Effective Strategy for the Development of Human Capital as a Basis for Strengthening the National Health System

Journal of Health Development ◽

10.32921/2225-9929-2020-3-38-4-9 ◽

2020 ◽

Vol 3 (38) ◽

pp. 4-9

Author(s):

Kanat Tossekbaev ◽

◽

Timur Sultangaziyev ◽

Keyword(s):

Human Capital ◽

Human Resources ◽

Health System ◽

National Health ◽

Health Workers ◽

Human Resources For Health ◽

Human Resources Management ◽

National Health System ◽

Social Recognition ◽

Effective Strategy

Abstract One of the most important components of strengthening the national health system is the introduction of an effective strategy for the development of human capital in the industry based on improving the status of health workers, changing the sectoral system of qualifications and their confirmation, changing approaches to the health education system, as well as improving the system of state planning for training health workers. The implementation of these measures will ensure an increase in the efficiency of human resources management in the industry, ensuring the provision of quality healthcare services. At the same time, the new sectoral policy of human resource management should be based on such principles as the availability of the necessary human resources, the proper competence of employees, integrated development of human resources, responsiveness of human resources to the needs of the population, continuous professional development, productivity of human resources, and social recognition. Key words: human resources for health, training of health workers, status of health workers

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Development of Government Health System in Sri Lanka during Last Three Decades

Asian Journal of Advanced Research and Reports ◽

10.9734/ajarr/2021/v15i830415 ◽

2021 ◽

pp. 1-19

Author(s):

K. A. N. K. Karunarathna ◽

J. Sriranganesan

Keyword(s):

Sri Lanka ◽

Human Resources ◽

Health System ◽

System Development ◽

Pearson Correlation ◽

Health Sector ◽

Annual Reports ◽

Government Health ◽

Physical Resources ◽

Funds Allocation

Aims: Several aspects are associated with the health system. Development in each aspect in health sector is required parallel to the growth of the population of patients. This study was carried out with the intention of investigating the development in physical resources, human resources, and funds allocation for government health system in Sri Lanka. Methodology: This study considered the development within the period from 1987 to 2019. Necessary data were collected from the annual reports of central bank of Sri Lanka. Data for physical resources, human resources, patients, and expenditures were gathered. Parallel developments of these aspects were analyzed by using descriptive and confirmatory techniques: Pearson’ correlation and canonical correlation. Apart from that some graphical techniques and summary measures were also used in the analysis. Results: Number of both in-patients and out-patients has rapidly increased during this period, while expenditure on the health system also has exponentially grown. However, percentage of GDP allocated for health system has remained almost same. There can be seen a reasonable development in both human resources and physical resources. Conclusion: Even though, health system has been developed to a greater extent, developments in some aspects are not parallel to the development in other aspects. However, further development is needed to meet the growing demand for health services due to increasing population of patients.

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Sustainable Development Goals and the challenge of Human resources for health in Congo

European Journal of Public Health ◽

10.1093/eurpub/ckz185.042 ◽

2019 ◽

Vol 29 (Supplement_4) ◽

Author(s):

G Ndziessi ◽

R Bileckot

Keyword(s):

Sustainable Development ◽

Human Resources ◽

Health System ◽

Health Workforce ◽

Sustainable Development Goals ◽

Human Resources For Health ◽

Production Capacity ◽

Sub Saharan Africa ◽

Development Goals ◽

Nurses And Physicians

Abstract Background In order to achieve the Sustainable Development Goals (SDGs), equitable access to skilled and motivated health workers within a performing health system is need to be ensured. The health system in Congo is characterized by low quantity and quality of Human resources for health (HRH), which constitutes an important barrier to achieving to expanding coverage and integrated primary health care. Objectives To estimate needs of HRH in Congo from 2019 to 2030 and analysed the capacity of the country to address the estimated needs. Methods Cross-sectional study was conducted in Ministry of Health from June to November 2018. Data from 2011 national HRH Census was used as the baseline for projections. We performed annual projections based on current numbers of midwives, nurses and physicians. Health workforce-population ratios by year in national and department level were provided. Population estimations were computed using Spectrum software assuming a 3% growth rate. Mapping for distribution by department was performed used QSGI software. Results In 2019, Congo has 4849 midwives, nurses and physicians, including 465 doctors, 912 midwives and 3469 nurses. All of Congo departments have not surpassed the availability threshold of 4, 5 midwives, nurses and physicians per 1000 inhabitants in 2019. In overall, this ratio will rise from 0.9 per 1000 inhabitants in 2019 to 0.42 per 1000 inhabitants in 2030 due to the retirement. Needs for additional workforce were estimated at 29416 midwives, nurses and physicians by 2030, average of 2451 per year. However, current national production capacity of human resources for health is very low and will not cover the estimated needs as scheduled. Conclusions There is a crisis in the health workforce in Congo, expressed in acute shortage. Results highlight needs of building adequate policies to address production and management of the health workforce, to come close to reaching the MDGs for health. Key messages At current production capacity, Congo has not the number of physicians, nurses, and midwives it needs to address HRH shortages in the national Health system by 2030. The health human resources crisis in sub-Saharan Africa countries will be a major obstacle to achieving the Millennium Development Goals.

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Reinforcement and Maintenance of Human Resources for Health Systems during Long-Term Crises: A Systematic Review of Systematic Reviews

Emergency Medicine International ◽

10.1155/2021/9613443 ◽

2021 ◽

Vol 2021 ◽

pp. 1-15

Author(s):

Amir Mohammad Salehi ◽

Salman Khazaei ◽

Motahareh Masumi ◽

Farnaz Shavandi ◽

Mostafa Kavand ◽

...

Keyword(s):

Human Resources ◽

Health System ◽

Health Systems ◽

Systematic Reviews ◽

Human Resources For Health ◽

Critical Factor ◽

Three Dimensions ◽

Hygiene Measures ◽

Wide Range

Background. Human resources are one of the most critical organizational resources, the reinforcement and maintenance of whom require much energy in health organizations, particularly in long-term crises. Many methods have been suggested in this regard; however, there is a need for their integration and clarification. Methods. We systematically searched the international databases, including PubMed, Scopus, and Web of Science, from 2003 to April 2021by using some relevant keywords. The quality of the included studies was assessed using the AMSTAR checklist. Results. The search resulted in 1613 papers, among which there were 16 systematic reviews. The studies addressed a wide range of problems and solutions. Twelve items and four items were classified with moderate quality (AMSTER score 5–8) and high quality (AMSTER score 9–11), respectively. Half of the studies (n = 8) dealt with mental and psychological problems resulting from crises as the most important factor in the decline of health system staff’s durability in organizations. They also provided different solutions such as mental health counselling during and after the crisis, flexible work schedule, promoted trust in the organization, support of staff’s family, and enhanced awareness to support employees. And the other articles addressed managerial problems as the most critical factor in the decline of health system staff’s durability in organizations and proposed solutions such as suitable planning before, during, and after the crisis and the use of material and spiritual incentives to increase the employees’ motivation and organizational resilience to maintain the staff. Conclusion. In the present review study, three dimensions (namely, resilience, motivation-hygiene measures, and development of manager’s soft skills) are considered as the main factors reinforcing and maintaining human resources in the health systems in long-term crises and disasters.

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