HRH Strategic Plans

This evaluation presents the results of a Kenyan emergency hiring plan (EHP) to quickly hire, train and deploy workers to high-need areas. The report presents the tracked hiring, training and deployment of all new hires compared to identified gaps. It also contains facility statistics and new hire and coworker feedback in a sample of ten facilities at baseline and every six months for period of three years. [adapted from summary]

This handbook provides background information on the current workforce situation in the health sector and summarizes the issues and challenges; introduces the HRH Action Framework and the Stop TB (tuberculosis) Strategy; applies the Framework to human resource development (HRD) for comprehensive TB control; describes how to prepare a strategic plan for HRD in support of comprehensive TB control; and gives a step-by-step guide on how to develop HRD plans based on the structures and processes described. [adapted from introduction]

This evaluation focused on the relevance of the health sector strategic and implementation plans to the achievement of the the MDGs in health; the extent of progress and achievements in the health sector reform process; achievements in improving acces, service quality and health outcomes; and changes in partnership activities. Section 8 examines how effectively the health sector has dealt with important issues in HRH during the evaluation period. [adapted from author]

The report reflects the key milestones achieved by the department in its quest to improve the health status of South Africans, through the delivery of accessible, caring and good quality services. Most importantly, the report also reflects the department’s limitations and constraints encountered during the reporting period, which will have to be addressed going forward. [from foreword]

The Health Sector Strategic Plan II 2005/06 – 2009/10 represents a consolidation and extension of the achievements of HSSP I and focuses on health promotion and prevention, including the provision of basic curative services. The HSSP II emphasizes the role of communities/households and individuals ownership for health and health services and defines the planned investments for achieving an optimal balance for scaling up the priority interventions within the available resource envelope.[adapted from summary]

The purpose of these guidelines is to assist nurse leaders in strengthening the management of their professional workforce and, through this, to assist in strengthening health care delivery and strategies for improving health. [from author]

The Health Sector Strategic Plan II is a three year strategic plan that will guide all interventions in the Rwandan health sector for July 2009 - June 2012. The plan details the direction the health sector will take in the next three years, the achievements and outcomes that will be attained and the interventions that will be undertaken to make sure these targets are met.

This publication outlines the processes to be followed by the Uganda Health Continuing Professional Development (CDP) Accreditation Agency, providers of CPD and health professionals applying for relicensure after CPD training.

Information on a country’s health workers is essential for planning and decision-making. The Capacity Project met with key decision-makers in Namibia to assess their information needs. This document describes the outcome and its impact on the Namibian health workforce. [adapted from author]

This guide details efforts to promote workforce sustainability by recognizing the need for a flexible healthcare workforce with skills to match patient and client needs while ensuring Tasmania keeps pace with international health workforce developments. [adapted from introduction]

This report summarizes a series of quantitative models developed to assist in workforce planning and using example simulation projections for the demand and supply of healthcare workers in Ireland. [adapted from executive summary]

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]

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]