health human resources
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2088 ◽  
Vol 11 (1) ◽  
pp. 38-43 ◽  
Margo Orchard ◽  
Esther Green ◽  
Terrence Sullivan ◽  
Anna Greenberg ◽  
Verna Mai

2021 ◽  
Vol 11 (3) ◽  
pp. 625-637
Ayten Doğan-Keskin ◽  
Neriman Aral

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.

2021 ◽  
Vol 9 (2) ◽  
pp. 145
M. Nishom ◽  
Sharfina Febbi Handayani ◽  
Dairoh Dairoh

Based on data from the Ministry of Health, the distribution ratio between health workers and patients in Indonesia is still not equal distributed. It influenced by the distribution of health human resources that are not in accordance with the ideal needs of health services. This results need to identify the profile of the availability of health human resources in Indonesia. In this study, an approach will be implemented to identify the profile of health human resources availability using K-Means Clustering with a combination of pillar algorithms in optimizing the selection of the initial cluster centroid. Chi-square analysis is used to determine the disparity in the needs of health human resources with the conditions of the availability of health human resources in the Central Java region. The data collection method used in this research is the observation method, while the scientific method used in this research is the K-Means Clustering method. The results showed that the application has been generated can dynamically determine the health human resource cluster based on the disparity category of health human resource availability in the Central Java region. In addition, the labeling of the Pillar K-Means cluster based on the Chi-square test has a high degree of accuracy, namely 80%.

I Wayan Suwira ◽  
Ida Ayu Oka Martini

The readiness of Human Resources is an important element of the success of the Hospital organization in providing good health services to Covid-19 patients. Non-Health Workers are competent workers who must be ready to face the Services in the New Era. The purpose of this study is to see how the readiness of non-health human resources in supporting hospital services in the New Era is normal. The type of research used is a case study using a qualitative descriptive research approach with data collection techniques: in-depth interviews and documentation. Data processing in this study uses thematic analysis. The results of the study indicate that socialization or fair information about the Covid-19 disease intensively, carrying out continuous evaluations and ensuring the implementation of the Director's policy regarding the application of health protocols at work and the budgeting policy for the provision of Personal Protective Equipment greatly affect the Readiness of Non-Health Human Resources in supporting services. Hospitals in the New Era are normal. This is in accordance with the technical guidelines for hospital services during the adaptation period of new habits issued by the Indonesian Ministry of Health in 2020 that hospital administrators prepare service management according to national health protocol standards by prioritizing health and safety by preventing and controlling the transmission of COVID-19 so that can provide protection for human resources in hospitals. It is recommended that regularly socialize the application of health protocols on an ongoing basis, carry out monitoring and evaluation in stages.

2021 ◽  
Vol 07 (06) ◽  
Vidya Widowati ◽  

A good management of the JKN program requires the availability of competent and sufficient health human resources (HHR). The calculation of HHR needs can be acquired by utilizing the Workload Indicator Staff Need (WISN) developed by WHO and Analisis Beban Kerja Kesehatan (ABK Kes) according to Peraturan Menteri Kesehatan Indonesia Number 33/2015. The limited number of personnel has caused delays in submitting service claims to the Badan Penyelenggara Jaminan Sosial (BPJS), thus it affected the process of reimbursing third parties for service costs to the hospital. The method is a qualitative method with a case study design model. The results of this study on the needs of human resources at Patient Administration and Claim Verification Installation of Grhasia Mental Hospital with the WISN method were 10 employees and with the ABK Kes method were 12 employees, it is necessary to increase the personnel needed in each section.

2021 ◽  
Yue Zhang ◽  
Jingyi Chen ◽  
Chunfeng Zhang ◽  
Lucy Chen

Abstract As an active participant of global health cooperation in west Africa, the Republic of Senegal is one of the major recipients of international development assistance. Yet, funding and actions from different donors and implementing organizations are fragmented, which is one of the reasons that Senegal is failing to outstand its health performance disproportionally. This report provides an overview of Senegal’s population health status and health system performance and pinpoint areas that should be prioritized for focused global health assistance. Undernutrition and neonatal disorders were found to have posed the highest and most urgent risks on the public health of Senegal. This is intensified by the severe shortage of health human resources, vast disparity of resources between rural and urban areas, and unsatisfactory health financing mechanism. Based on the situation analysis of Senegal’s population health and health system, this report recommends (1) the Senegal MSAS to take the lead of integrating and coordinating public, private, and international health programs to reduce fragmentation with a focus on financing rural health human resources; (2) to research the root causes of undernutrition and neonatal disorders in Senegal and construct nutrition and maternal health interventions based on evidence generated; and (3) to conduct continued training of doctors, nurses, midwives, community health workers with strong focus in Kedougou and Kolda.

Nam Ngoc Pham

This paper addresses issues related to health, health care, human resources in the health sector, characteristics of human resources for health, the need to develop a health workforce, analyzing criteria for evaluating human resources for health in terms of both quantity and quality; the position and role of human resources in the health sector, the development of human resources in the health sector under the process of industrialization, modernization and socio-economic development of Vietnam in the current period, achievements and limitations in human resources development in Vietnam's health care sector. In addition, the study also highlights statistics, some works and reports on health, human resources for health, contents of health human resources development; allocation of health human resources, education and training of health human resources in the country and some developed countries such as India, China, and the situation of domestic and international health human resources to draw some recommendations for the development of health human resources in Vietnam afterwards.

2021 ◽  
Vol 4 (2) ◽  
pp. 77-82
Sunarsih Sunarsih

The crucial problem of Health Human Resources currently facing is the number, distribution, and quality of health workers. Therefore, it is necessary to take concrete steps in addressing the challenges of this problem by meeting the availability of quality Health Human Resources according to needs, distributed fairly and evenly, and utilized efficiently and effectively. The focus of this research is how the planning of needs, realization and optimization of health human resources at the UPT Puskesmas in Blitar district. This type of research is quantitative qualitative with a case study approach. The results of this study illustrate that in running the public health center program still varies  Adequacy of availability of health human resources that are less than ideal, both strategic and non-medical personnel. The planning mechanism for health human resource needs is carried out periodically once a year and used as a proposal report to the Health Office. Development planning still has obstacles due to lack of understanding of the manager program and there is no standard format yet. As an effort to optimize health human resources at the UPT Puskesmas, efforts were made to maximize the existing health human resources by giving multiple assignments and several strategies carried out by the head of the UPT Puskesmas in Blitar district. The realization of the planning for calculating the need for health Human Resources made annually from the UPT Puskesmas as a report to the Health Office has been realized, although not yet fully.

2021 ◽  
Vol 62 (2) ◽  
Đào Đình Quang ◽  
Phùng Văn Tân ◽  
Trần Thị Nhị Hà ◽  
Lã Ngọc Quang

A cross-sectional descriptive study of the actual situation of health human resources at Phu Tho Traditional Medicine and Rehabilitation Hospital, with the combination of quantitative and qualitative research methods, was carried out among 22 in-depth interviews. The results show that the actual situation of human resources of the Hospital: The total number of hospital staff is still much insufficient than that regulated in the Circular No.08/2007/TTLT-BYT-BNV, specifically in 2017, there was a shortage of 81 staff; in 2018 there was a shortage of 82 staff and in 2019 there was a shortage of 72 staff. The education with university level of hospital staff in 2017 accounted for 33.54%; in 2018, it accounted for 38.75% and in 2019, it accounted for 41.18%. The human resources structure in 2019 of the Hospital was that: clinical staff accounted for 55%; Subclinical and pharmaceutical staff accounted for 26%; Managerial and administrative staff accounted for 19%. Some influential factors are: Working conditions and environment: The hospital always adheres to the hospital quality criteria issued by the Ministry of Health to build and develop. The Hospital’s recruitment was still passive, bound by the regulations of all levels, so it was not proactive in building and recruiting the human resources according to the actual situation of the Hospital. The additional income level in addition to salaries and allowances of the Hospital staff is still low.

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