HRH Strategic Plans

Recent years have seen growing awareness of the importance of human resources for health in health systems and with it an intensifying of the international and national policies in place to steer a response. This paper looks at how governments and donors in five countries: Cameroon, Indonesia, Malawi, Rwanda and Tanzania, have translated such policies into action. [from abstract]

This document suggests a framework within which governing bodies and boards — supported by HR directors and managers across health and social care — can develop local workforce strategies. [adapted from introduction]

This report summarizes elements of the primary health strategy and the health sector goals established by the Malawi Ministry of Health.

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]

The health sector has prepared this 5 year strategy in for developing a 5 year strategic plan for all sectors in Sudan. The purpose of this policy document is to provide a framework for the health system reform and sustainable development. It stipulates as well the most important health priorities to be addressed during the coming five years (2007-2011). [from introduction]

This strategy was prepared in response to the national government initiative of developing a 25-year strategic plan for all sectors in Sudan. The purpose of this policy document is to give a framework for health systems and services development from 2003-2027. It provides a road map for identifying key priority areas and defining the context within which the health system will perform. The strategy will provide a guide for policy makers and service providers to achieve the future vision. [from introduction]

This strategic work plan for HRH in Sudan is introduced with the aim of guiding the efforts and further work in developing human resource plans at different levels of the health system in a comprehensive approach that considers all dimensions of HRH. The plan also defines the issues and priorities and suggests strategic actions to revive and improve HR policies, planning, production and management systems. [from executive summary]

Ethiopia suffers from an acute shortage of health workers at every level, and rural areas in which 85% of the population live have been particularly chronically under-served. The Ministry of Health chose to focus on community level provision, initiating the Health Extension Programme in 2004. This is outlined in the current Health Sector Development Plan, which focuses on both human resource development and the construction and rehabilitation of facilities. [adapted from introduction]

Health sector reforms, including decentralization, have led to administrative and structural changes in the Ugandan health care delivery system. The overall purpose of the plan is to reduce morbidity and mortality from major causes of ill health in Uganda and the disparities therein, as a contribution to poverty eradication and economic and social development of the people. [adapted from introduction]

In response to the critical HRH shortages in Africa, 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 presentation on the emergency HR program in Malawi was offered during a dialogue hosted by the WHO and OECD.

This website contains brief country reports on HRH development activities in 2008 from nations belonging to the Asia-Pacific Action Alliance on HRH.

Malawi’s health human resources initiatives since the late 1990s provide a good example of a comprehensive national scale-up plan for the health workforce. Its Emergency Human Resources Plan has shown modest but promising results. Health worker attrition remains high and tutor supply low, but training capacity has been substantially expanded and Malawi is expected to begin meeting training output targets in 2008. [from introduction]

Ghana addresses its serious health workforce shortage and consequent issues with health service delivery through a new human resources strategic plan developed to guide scale-up from 2007 to 2011. [from abstract]

The aims of the study were to develop a proactive and responsive system for analysing future workforce needs in pharmacy and to make recommendations on how future supply and demand could be managed. [from summary]

The purpose of this toolkit is to assist health professionals, health professional associations, and civil society organizations to develop advocacy strategies to address human resource and health financing issues in their countries. [from introduction]

These guidelines help answer what national health workforce plans should contain and how they should be developed to give them the best chance of significantly improving health outcomes and moving countries as rapidly as possible towards universal access to essential health interventions. The guidelines should serve as overarching principles that will promote the success of health workforce plans, while ensuring that they are consistent with human rights. [adapted from author]

This presentation was given at the First Forum on Human Resources for Health in Kampala. It outlines the Philippine’s HRH Master Plan to develop and install HHRMD systems that will support Philippine health sector reforms to improve health outcomes. [adapted from author]

Strategic planning helps an organization make fundamental decisions about its human resources by taking a long-range view of what it hopes to achieve and, in broad terms, how. [author’s description]

The goal of the human resources development policy is to ensure availability of suitably qualified appropriately skilled and motivated human resource for health at appropriate geographic level of pre-defined disciplines, for provision of essential health services of acceptable quality at affordable cost to the community. [author’s description]

This resource pack provides a guide for planning this workforce change and ensuring that new structures designed to deliver the public health agenda are built in a way that is sustainable and has a long term focus. It provides a raft of information that will be useful to anyone involved in planning and delivering services – placing the recent policy announcements in context and outlining approaches that may be useful in workforce planning. [from introduction]

This study proposes potential options for creating a pan-Canadian HHR planning mechanism or mechanisms to better serve the process of coordinated HHR planning across jurisdictions and among multiple professions. The second goal is to assess the current level of support among both government actors at the federal, provincial and territorial levels and stakeholder organizations for creating a pan-Canadian HHR planning. The study examines the current HHR planning infrastructure in the country, recent international developments in HHR planning and the attitudes of key informants in governmental and non-governmental communities.

This HRH policy document addresses the production and utilization of Human Resources within the Ministry of Health and Sanitation in Sierra Leone. It also responds to the contemporary challenges and developments including the exodus of human resources and advancement in technology. This policy intends to regulate and direct planning, production, management, utilization and monitoring of HR within the health sector. [from foreword]

The shortfall of health personnel continues to represent one of the major constraints to the development of health services and access to basic health care in Sierra Leone. The plan contains an analysis of the current situation with a focus on the distribution of Health Personnel, the current stock, wastage, outputs from training schools, dropout rates and human resources policies currently obtained in the Ministry of Health and Sanitation. It also projects future requirements based on the recommended establishment. [from preface]

The purpose of this document is primarily to articulate and describe workforce supply. The aim of this is two-fold. First, it will help NHS Boards and other employers to understand where their future workforce is likely to come from and second, it provides a vehicle for setting medical, dental and nursing training numbers and helps inform education providers about future workforce needs and likely supply pathways. This is turn will impact the workforce itself, thus workforce planning and development is a continual cyclical process. [from introduction]

Experience has shown that governments have different kinds of HRH policies, strategies and plans even when they are within the overall context of national health policies and strategies. This document provides guidance on the process with proposals of content for three basic HRH documents: situation analysis, policy, and strategic plan. [from foreword]

The purpose of this human resource for health (HRH) plan is to provide guidance for the staffing of the health services and the training of health service personnel to the year 2020. It analyzes main issues and dimensions in HRH and proposes strategies to meet the targets for the wellbeing of the population as defined in the vision 2020 for Rwanda The plan provides staffing targets for each of the major categories of health personnel.

This draft strategic plan discusses the current situation and trends, including shortages and the lack of coordination between HRH planning and production, and discusses the vision, mission and framework for adressing the health workforce issues in Thailand.

This framework encompasses the healthcare workforce planning skills and competences required at both strategic and operational level, for all types of staff, including chief executives, directors, clinicians, service development managers, ward managers, workforce planners, and contributes to the building of capability in human resource management identified in the HR in the NHS Plan. [publisher’s description]

In order to resolve the crisis and address the key issues the Ministry of Health has developed a Human Resources for Health Strategic Plan, in consultation with key stakeholders. The strategies and activities outlined in the Plan attempt to address the concerns of all the stakeholders consulted and to provide a framework to guide and direct interventions, investments and decision making in the planning, management and development of human resources for health. [from foreword]