Influence of talent management practices on service delivery of doctors in Nairobi, Kenya: A descriptive research study

2020 ◽  
Author(s):  
Christine Onuko ◽  
Joseph Onyango
Keyword(s):  
Service Delivery ◽  
Health Workforce ◽  
Management Practices ◽  
Health Workers ◽  
Talent Management ◽  
Training And Development ◽  
Health Coverage ◽  
Health It ◽  
County Governments ◽  
Descriptive Research

Abstract Background : A reliable and dedicated health workforce is instrumental in the attainment of Universal Health Coverage and Sustainable Development Goal (SDG) three on health. This is even more appropriate for Kenya where there is a dire shortage of health workers, and where health workforce management has been devolved to county governments. This study focusses on the influence of talent management practices (attraction, training and development, and retention) on doctor’s service delivery in four county hospitals in Nairobi, Kenya. Method : The study through a descriptive research design used quantitative questionnaires to gather data from 108 doctor respondents from four County Hospitals (Mbagathi, Mama Lucy Kibaki, Pumwani Maternity, and Mutuini Hospitals) in Nairobi, Kenya. Inferential statistics were used to analyse the data. Results : Findings show that there is a positive correlation between attraction, training and development and service delivery of doctors. Employee retention, however, did not have an association with service delivery. Conclusions : As Kenya adjusts to a devolved system of governance in relation to health, it is important that the attraction, training and development, as well as retention of doctors is given serious consideration if service delivery is to be improved.

scholarly journals Resolving the conundrum of superior performers in organizations with the utilization of competency profiling

2018 ◽  
Vol 48 ◽  
pp. 01009
Author(s):  
Nornazira Suhairom ◽  
Nur Husna Abd Wahid ◽  
Rafeizah Zulkifli ◽  
Ahmad Nabil Md Nasir
Keyword(s):  
Work Performance ◽  
Management Practices ◽  
Employee Training ◽  
Talent Management ◽  
Measurement Model ◽  
Training And Development ◽  
Self Concept ◽  
Performance Outcome ◽  
Good People ◽  
Unique Approach

Studies have shown that superior performers provide increased productivity, profit and revenue especially for service and business-driven organizations. Undeniably, good people are great for business; however, previous studies provide limited indication on how to identify superior performers from average performers. In this study, the Star-Chef Competency Profile Assessment test was developed to help organizations identify and differentiate superior performers. The instrument helps in identifying and articulating the distinguishing characteristics of people who perform exceptionally well compared to those that do not. The Star-Chef Competency Profile Assessment analyses a person’s fit with six pillars of competency that encompass important competencies required for culinary profession: technical (culinary-specific), non-technical (generic), self-concept, personal quality, physical state and motives. Further, the competency profiling technique utilized the Rasch Measurement Model in identifying the superior performers. Competency profiling assessment was conducted among culinary professionals in Malaysian hotels sector. This is a practical, unique approach in improving organizational talent management practices for employee training and development. Identifying and keeping the superior performers is important in enhancing work performance outcome which eventually will contribute to the organizational effectiveness. This information hones the organization ability to nail down the best employees that could be polished for higher level.

scholarly journals The state of strategic plans for the health workforce in Africa

2019 ◽  
Vol 4 (Suppl 9) ◽  
pp. e001115 ◽  
Author(s):  
Doris Osei Afriyie ◽  
Jennifer Nyoni ◽  
Adam Ahmat
Keyword(s):  
Health Workforce ◽  
Health Workers ◽  
Human Resources For Health ◽  
Health Coverage ◽  
African Region ◽  
African Countries ◽  
Regional Office ◽  
Road Map ◽  
Strategic Plans ◽  
Sub Saharan

Many African countries have a shortage of health workers. As a response, in 2012, the Ministers of Health in the WHO African Region endorsed a Regional Road Map for Scaling Up the Health Workforce from 2012 to 2025. One of the key milestones of the roadmap was the development of national strategic plans by 2014. It is important to assess the extent to which the strategic plans that countries developed conformed with the WHO Roadmap. We examine the strategic plans for human resource for health (HRH) of sub-Saharan African countries in 2015 and assess the extent to which they take into consideration the WHO African Region’s Roadmap for HRH. A questionnaire seeking data on human resources for health policies and plans was sent to 47 Member States and the responses from 43 countries that returned the questionnaires were analysed. Only 72% had a national plan of action for attaining the HRH target. This did not meet the 2015 target for the WHO, Regional Office for Africa’s Roadmap. The plans that were available addressed the six areas of the roadmap. Despite all their efforts, countries will need further support to comprehensively implement the six strategic areas to maintain the health workers required for universal health coverage

scholarly journals Health workforce financing in Uganda: challenges and opportunities

2020 ◽  
Vol 30 (Supplement_5) ◽  
Author(s):  
M Koutsoumpa ◽  
R Odedo ◽  
A Banda ◽  
M Meurs ◽  
C Hinlopen ◽  
...  
Keyword(s):  
Low Income ◽  
Health Workforce ◽  
Management Practices ◽  
Health Workers ◽  
Human Resources For Health ◽  
Health Sector ◽  
Adverse Outcomes ◽  
Low Income Countries ◽  
Current Status ◽  
Poor Management

Abstract Background For health systems to operate well and improve people's health by leaving no one behind, they need a fit-for-purpose health workforce. Shortage of health workers leads to reduced access to healthcare, health inequities, and adverse outcomes in the population's health. A key challenge in many low-income countries is mobilising the needed investment for health workforce development. This study evaluated the policy environment of the health workforce in Uganda, analysed its current status, and identified financing mechanisms and management practices that affect the country's health resource envelope. Methods The study was conducted in 2018/19. It entailed literature review, key informant interviews and stakeholder consultations for validation of the findings. Results The shortage of health workers is persevering, despite efforts of the Ugandan Government and development partners. The health workforce is not keeping up with the population growth, nor the epidemiologic changes and demographic trends. Paradoxically, there is a large pool of qualified and licensed health professionals, who remain unabsorbed. Notably, even if all of them were absorbed, Uganda would be still far from the international requirements for universal health coverage. The issues are recognized at the policy level, but insufficient funding and poor management are impeding the recruitment and retention of health workers. Domestic resources are insufficient to fund a health system which can offer a minimum healthcare package and most donors are reluctant to contribute to health workers' salaries. Besides, Uganda is lacking a national health insurance scheme, which keeps out-of-pocket spending on health at very high rates. Moreover, increases in external financing have been accompanied by decreases in domestic government financing, despite economic growth. Conclusions The health sector financing is influenced by a complex political economy, which impedes investments in the health workforce. Key messages The problems and gaps of the Ugandan human resources for health are persisting due to the insufficient financial allocation and the poor management of the health workforce and existing funds. The shortage of health workers is a global health issue that goes beyond national borders and the health sector. It is an essential requirement for exercising the universal right to health.

scholarly journals Contribution of Information Management Practices on Performance in Selected Counties in Kenya

2021 ◽  
Vol 10 (2) ◽  
pp. 0-0
Keyword(s):  
Service Delivery ◽  
Information Management ◽  
Management Practices ◽  
Survey Design ◽  
Sampling Technique ◽  
Sample Population ◽  
County Governments ◽  
Quantitative And Qualitative Research ◽  
Adequate Funding ◽  
Descriptive Survey

The purpose was to establish the contribution of information management practices on service delivery in selected counties in Kenya. Mixed research designs of both quantitative and qualitative methods were adopted. Descriptive survey design involving quantitative and qualitative research methods were applied. Sample population for data and information collection was 163 employees. Stratified random sampling was used to select the participants while county information coordinators were identified through purposeful sampling technique. Data was analyzed using Statistical Package for the Social Sciences and the information presented in form of tables, charts, graphs and percentages. Main effect of information management practices in the county governments was improved service delivery and functioning of public administration. Challenges of information management practices lack of adequate funding, well skilled human resource and good infrastructure although for effective implementation there is need for support and invest in technology and human resources.

scholarly journals Non-financial incentives and professional health workers’ intentions to stay in public district hospitals in Rwanda: A cross-sectional study

2019 ◽  
Vol 3 ◽  
pp. 41
Author(s):  
Celestin Ndikumana ◽  
Joshua Kwonyike ◽  
Ruth Tubey
Keyword(s):  
Career Development ◽  
Working Conditions ◽  
Health Workforce ◽  
Financial Incentives ◽  
Health Workers ◽  
Training And Development ◽  
Development Programs ◽  
Cross Sectional ◽  
District Hospitals ◽  
Professional Health

Background: Evidence shows that human resources are one of the major pillars of the healthcare system. As a result, retaining the health workforce has been  associated with provision of the quality healthcare services. However, the challenge of retaining the health workforce has been an issue of concern in Rwanda. The purpose of this study was to assess the level of availability and provision of non-financial incentives, and their associations with professional health workers’ intentions to stay. Methods: A cross-sectional survey research design with a quantitative approach was used.  With a population of 469 health workers from four district hospitals, the study considered a sample of 252 individuals. The study measured the perceived levels of availability and provision of non-financial incentives in terms of working conditions, training and development, career development, and intentions to stay. Logistic regression was used to assess the associations between predictors and the outcome variable with 95% confidence intervals and 5% of confidence level, and results were reported using odds ratios. Results: The findings of the study show that perceiving an average and high level of working conditions was  associated with professional health workers’ intentions to stay (OR: 9.70, P<0.001 and OR: 5.77, P=0.001, respectively). Similarly, an average and high perceived level of  availability of career development programs predicted health workers’ intention to stay (OR: 13.98, P<0.001 and OR: 12.26, P=0.038, respectively). In the same way, health workers who rater availability of training and development programs as high had more odds of staying  (OR 1.025; P=0.014) than their counterparts who rated such programs as low. Conclusion: There is a need for health care institutions and health planners at higher level to strategically boost health workers’ intentions to stay through non-financial packages including efficient and equitable training of health workers, manageable workload and initiate strong career development programs.

Need for Increased Investment in Human Resource for Health in India: Estimating the Required Investment for Increased Production of Health Professionals for Achieving Universal Health Coverage and Sustainable Development Goals by 2030.

2021 ◽  
Author(s):  
Anup Karan ◽  
Himanshu Negandhi ◽  
Mehnaz Kabeer ◽  
Tomas Zapata ◽  
Dilip Mairembam ◽  
...  
Keyword(s):  
Human Resources ◽  
Health Worker ◽  
Health Workforce ◽  
Health Workers ◽  
Human Resources For Health ◽  
Labour Force ◽  
Labour Productivity ◽  
Health Sector ◽  
National Income ◽  
Health Coverage

Abstract BACKGROUND: COVID-19 has reinforced the importance of having sufficient, well-distributed and competent health workforce. In addition to improving health outcomes, increased investment has the potential to generate employment, increase labour productivity along with fostering economic growth. With COVID-19 highlighting the gaps in human resources for health in India, there is a need to better and empirically understand the level of required investment for increasing the production of health workforce in India for achieving the UHC/SDGs.METHODS: The study used data from a range of sources including National Health Workforce Account 2018, Periodic Labour Force Survey 2018-19, population projection of Census of India, and review of government documents and reports. The study estimated shortages in the health workforce and required investments to achieve recommended health worker: population ratio thresholds by the terminal year of the SDGs 2030.RESULTS: Our results suggest that to meet the threshold of 34.5 skilled health worker per 10,000 population, there will be a shortfall of 0.16 million doctors and 0.65 nurses/midwives in the total stock of human resources for health by the year 2030. The shortages at the same threshold will be much higher (0.57 million doctors and 1.98 million nurses/midwives) in active health workforce by 2030. The shortages are even higher when compared with a higher threshold of 44.5 health workers per 10,000 population. The estimated investment for the required increase in the production of health workforce ranges from INR 523 billion to 2,580 billion for doctors. For nurses/midwives, the required investment is INR 1,096 billion. Such investment during 2021-25 has the potential of an additional employment generation within the health sector to the tune of 5.4 million and contribute to national income to the extent of INR 3,429 billion annually.Conclusion: India needs to significantly increase the production of doctors and nurses(/midwives) through investing in opening up of new medical colleges. Nursing sector should be prioritized to encourage talents to join nursing profession and provide quality education. India needs to set-up a benchmark of skill-mix ratio and provide attractive employment opportunities in health sector to increase the demand and absorb the new supply of graduates.

Accounting firms’ talent management practices: perceived importance and its impact on auditors’ performance

2022 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Ramesh Ruben Louis ◽  
Noor Adwa Sulaiman ◽  
Zarina Zakaria
Keyword(s):  
Management Practices ◽  
Management Training ◽  
Talent Management ◽  
Training And Development ◽  
Top Management ◽  
Content Type ◽  
Staff Members ◽  
Ethics Management ◽  
Prior Literature ◽  
The Impact

Purpose Prior literature on talent management (TM) in the audit setting has suggested several practices that may affect auditors’ performance. However, the study is limited in terms of a measurable set of comprehensive constructs of TM in the audit setting, as well as the impact of comprehensive TM constructs on auditors’ performance. Thus, the purpose of this study is to examine TM practices perceived to be important by auditors for auditors’ performance. Design/methodology/approach Data were obtained from 307 survey questionnaires received from auditors of large- as well as small- and medium-sized firms. Findings The study respondents perceived TM attributes related to supervision and review practices as the most vital for auditors’ performance. This category was followed by attributes related to ethics management practices along with training and development. The findings reveal that respondents generally perceived lower significance for attributes pertaining to work–life balance (WLB) and establishing a TM policy for auditors’ performance. While both top management and staff members of audit firms regarded WLB and establishing a TM policy to be of lower significance, top management placed greater importance on attributes related to ethics management, while staff perceived training and development attributes to be more critical. Originality/value This study examined a comprehensive set of TM practices (establishing a TM policy, recruitment, ethics management, training and development, supervision and review, remuneration, WLB and succession planning) and assessed the perceptions of audit practitioners on the significance of these practices on auditors’ performance.

scholarly journals Transforming tuberculosis (TB) service delivery model in China: issues and challenges for health workforce

2019 ◽  
Vol 17 (1) ◽  
Author(s):  
Ziyue Wang ◽  
Weixi Jiang ◽  
Yuhong Liu ◽  
Lijie Zhang ◽  
Anna Zhu ◽  
...  
Keyword(s):  
Service Delivery ◽  
Workforce Development ◽  
Health Workforce ◽  
Health Professionals ◽  
Health Workers ◽  
Health Centers ◽  
Service Delivery Model ◽  
Service Model ◽  
Delivery Model ◽  
Health Workforce Development

Abstract Background China’s TB control system has been transforming its service delivery model from CDC (Centers for Disease Control and Prevention)-led model to the designated hospital-led model to combat the high disease burden of TB. The implications of the new service model on TB health workforce development remained unclear. This study aims to identify implications of the new service model on TB health workforce development and to analyze whether the new service model has been well equipped with appropriate health workforce. Methods The study applied mixed methods in Zhejiang, Jilin, and Ningxia provinces of China. Institutional survey on designated hospitals and CDC was conducted to measure the number of TB health workers. Individual questionnaire survey was conducted to measure the composition, income, and knowledge of health workers. Key informant interviews and focus group discussions were organized to explore policies in terms of recruitment, training, and motivation. Results Zhejiang, Jilin, and Ningxia provinces had 0.33, 0.95, and 0.47 TB health professionals per 10 000 population respectively. They met the national staffing standard at the provincial level but with great variety at the county level. County-designated hospitals recruited TB health professionals from other departments of the same hospital, existing TB health professionals who used to work in CDC, and from township health centers. County-designated hospitals recruited new TB health professionals from three different sources: other departments of the same hospital, CDC, and township health centers. Most newly recruited professionals had limited competence and put on fixed posts to only provide outpatient services. TB doctors got 67/100 scores from a TB knowledge test, while public health doctors got 77/100. TB professionals had an average monthly income of 4587 RMB (667 USD). Although the designated hospital had special financial incentives to support, they still had lower income than other health professionals due to their limited capacity to generate revenue through service provision. Conclusions The financing mechanism in designated hospitals and the job design need to be improved to provide sufficient incentive to attract qualified health professionals and motivate them to provide high-quality TB services.

scholarly journals Conceptualizing and implementing a health workforce registry in Nigeria

2022 ◽  
Vol 20 (1) ◽  
Author(s):  
Sunny C. Okoroafor ◽  
Agbonkhese I. Oaiya ◽  
David Oviaesu ◽  
Adam Ahmat ◽  
Martin Osubor ◽  
...  
Keyword(s):  
Health Information ◽  
Operating Procedure ◽  
Health Workforce ◽  
Health Workers ◽  
Standard Operating Procedure ◽  
Governance Structures ◽  
Health Coverage ◽  
Data Set ◽  
Health Service Provision ◽  
Standard Operating

Abstract Background Nigeria’s health sector aims to ensure that the right number of health workers that are qualified, skilled, and distributed equitably, are available for quality health service provision at all levels. Achieving this requires accurate and timely health workforce information. This informed the development of the Nigeria Health Workforce Registry (NHWR) based on the global, regional, and national strategies for strengthening the HRH towards achieving universal health coverage. This case study describes the process of conceptualizing and establishing the NHWR, and discusses the strategies for developing sustainable and scalable health workforce registries. Case presentation In designing the NHWR, a review of existing national HRH policies and guidelines, as well as reports of previous endeavors was done to learn what had been done previously and obtain the views of stakeholders on how to develop a scalable and sustainable registry. The findings indicated the need to review the architecture of the registry to align with other health information systems, develop a standardized data set and guidance documents for the registry including a standard operating procedure to ensure that a holistic process is adopted in data collection, management and use nationally. Learning from the findings, a conceptual framework was developed, a registry managed centrally by the Federal Ministry of Health was developed and decentralized, a standardized tool based on a national minimum data was developed and adopted nationally, a registry prototype was developed using iHRIS Manage and the registry governance functions were integrated into the health information system governance structures. To sustain the functionality of the NHWR, the handbook of the NHWR that comprised of an implementation guide, the standard operating procedure, and the basic user training manual was developed and the capacity of government staff was built on the operations of the registry. Conclusion In establishing a functional and sustainable registry, learning from experiences is essential in shaping acceptable, sustainable, and scalable approaches. Instituting governance structures that include and involve policymakers, health managers and users is of great importance in the design, planning, implementation, and decentralization stages. In addition, developing standardized tools based on the health system's needs and instituting supportable mechanisms for data flow and use for policy, planning, development, and management is essential.

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