Planning

The objective of this paper is to take stock of the available methods and tools for health workforce planning and projections, and to describe the processes and resources needed to undertake such an exercise. [from introduction]

The World Health Organization has suggested a minimum target for all countries: 2.3 health professionals per 1,000 people. Many countries cannot afford to meet the target; in fact, funding the proposed number of health workers would require some countries to devote 50 percent of their gross domestic product to health. We offer an alternative solution that would allow governments to set targets that are realistic and achievable within their financial constraints. [from abstract]

This document contains a method for assessing the financial, educational and management systems and policy context, essential for strategic planning and policy development for human resources for health. This tool has been developed as an evidence-based comprehensive diagnostic aid to inform policy-making in low and middle income countries in regard to human resources for health. [from introduction]

This paper presents a structural map of a health system based on a synthesis of a needs-based analytic framework and a supply side framework, showing the interactive connections between its major components, which could be expanded at a later date to show the linkages between the tasks performed by a health workforce and the cadres of personnel that could supply those tasks. [adapted from author]

This study uses Ireland as a case study to determine the future demand and supply of general practitioners and to assess the potential impact of several possible interventions to address future shortages. [from abstract]

In Indonesia, a bottom-up workforce planning tool used with health workers directly has changed practice, realigned health workers’ roles, and increased motivation among staff. It shows how effective empowerment can be in the workplace. Workload Indicators of Staffing Need, or WISN, is straightforward and easily applied. [from author]

Propõe-se um ensaio das questões que envolvem o planejamento de recursos humanos de enfermagem na área hospitalar em nossa realidade, abordando possíveis temas para futuras pesquisas. Traça-se uma retrospectiva da evolução das pesquisas sobre dimensionamento de pessoal no país e a incorporação de novos instrumentos para avaliação da carga de trabalho com base no grau de dependência dos pacientes e nas ações de cuidado.

The Toolkit is adapted from the WHO WISN Manual. WISN has traditionally been in a top down approach with limited success, particularly when applying it within the context of a decentralized government system. It was recognized that a more innovative approach was required to implement the methodology successfully at decentralized levels. [from author]

This case outlines how Oman is continuing to turn around its excessive dependence on expatriate workforce through strategic workforce development planning. [from abstract]

The purpose of this toolkit, consisting of 7 booklets, is to provide nurses and midwives with tools to effectively participate in and influence health care planning and policy-making. This tool-kit has been designed for use by any nurse or midwife who has an interest in advocating for change in their work environment. [from publisher]

In response to the critical HRH shortages in Africa, the UK Department for International Development (DFID) and Office of the US Global Aids Coordinator (OGAC) have been in discussion with a number of African countries to develop strategies and country level actions. The aim is to demonstrate the maximum flexibility of disease specific programmes to support broad based primary care in line with countries’ health plans. This report presents a summary of the main findings from the country visit to Kenya. [from introduction]

This presentation covers the proces of developing a regional guideline for country strategic planning, results from a situational analysis, a draft regional guideline and the next steps. [adapted from author]

This presentation discusses the importance of HRH in the Sudanese health sector and provides sample tables for collecting relevant HRH statistics.

This report is meant to explore the experience so far on HRH observatories and their contribution to evidence-based policy, planning and management of health workforce. The report also proposes national human resources for health observatory for Sudan together with its required steps and arrangements. [from executive summary]

This commentary outlines strategies the authors have found successful in aligning health education and training with local health needs in ways that demonstrate socially accountable outcomes for Vancouver Island, Canada. [adapted from abstract]

Anticipating physician supply to tackle future health challenges is a crucial but complex task for policy planners. While there are number of forecasting tools available the methods, advantages and shortcomings of such tools are not straightforward and not always well appraised. This paper attempts to present a typology of existing forecasting approaches and to analyze the methodology-related issues. [adapted from abstract]

This report utilizes statistical information derived from a central data source for resource planning regarding the supply, distribution and migration of physicians in Canada. [from introduction]

The objective of this report is to identify future workforce challenges that will have a profound impact on the capacity to recruit and retain staff. In addition, issues that pertain to key staff groups for this care group will be identified. [from introduction]

The objective of this paper is to identify the future workforce challenges that will have a profound impact on the capacity to recruit and retain staff. In addition, issues that pertain to key staff groups for this care group will be identified. [from introduction]

This guidance note is designed for countries seeking to scale up midwifery services, especially at the community level. It outlines in detail the action required by policy-makers and program managers to effect change at country level and scale up midwifery capacity, specifically in poor and hard-to-reach areas.

Imbalances in quantity and quality of human resources for health (HRH) are increasingly recognized as perhaps the most critical impediment to achieving health outcome objectives in most African countries. However, reliable data on the HRH situation is not readily available. Some countries have hesitated to act in the absence of such data; other countries have not acted even when data are available while others have moved ahead in spite of the lack of reliable information. This paper addresses the issue of data use for HRH policy-making. [from summary]

This publication provides a framework for health and information professionals, as well as stakeholders, for improving the use of information to guide policymaking, program design, management, and service provision in the health sector in developing countries. [adapted from introduction]

To help build the health workforce in Uganda, the Capacity Project is assisting the Ministry of Health to strengthen its human resources management and ability to gather and use accurate data for strategic planning. Drawing on key policy questions developed by the Health Workforce Advisory Board, the Capacity Project installed a certification and licensing information system at the four health professional councils and a human resources management system at the Ministry of Health.

Several high-profile meetings have focused global attention on critical human resources for health (HRH) issues, providing much needed high-level support and calls for action to address the HRH crisis. The Capacity Project’s HRH Action Workshop series was intended to extend this work by focusing on specific HRH actions and experiences, what is being done in countries, what is working and what is not.

This case study of the Indian state of Rajasthan highlights the challenges and draws lessons for effective implementation of District Health Action Plans. [from presentation]

The purpose of this guide is to explain why it is necessary to ground health workforce planning in human rights, and how to develop a plan that does just that. [from summary]

Health workforce planning is necessary in order to ensure that trained and knowledgeable health workers are available to deliver health care services when and where they are needed. The aim of this technical brief is to provide a rapid review of different health workforce projection approaches. [from author]

This mid-term evaluation report focuses on Capacity Project support to the Government of Kenya’s Emergency Hiring Plan. It assesses the main achievements, challenges and impact on service delivery and health systems improvement, from the plan’s inception through the November 2007 mid-point. The report outlines all aspects of the approach used, providing clear recommendations on how the Ministry of Health may strengthen its existing human resource systems on the basis of lessons learned, and provides additional insights to the process, which may be useful for informing similar country contexts.

Planning the supply of and demand for human resources for health is a significant challenge for most countries. Workforce shortages, underemployment and unemployment, skill-mix imbalances and geographical maldistribution are among some of the critical challenges at national level and within organizations Health human resources planning is essential for countries and systems to ensure the presence of workforces capable of meeting the needs of populations. [from author]

This background paper attempts to address the basic concept of national HRH observatories including what can they do, how to mobilize and establish them, types of activities, organization and coordintation, finance and examples of outcomes. [adapted from author]