Tools & Guides

This document explains seven financing and economic issues that matter for health workforce scale-up and financing. It then states twenty-nine actions that policy-makers could take right away to address the issues, independent of any long-term HRH interventions in progress. [from introduction]

This toolkit was designed for nurse employers across the province of Ontario to use as a resource in working toward the 70% full-time nurse commitment. It is a practical guide to assist Nurse Managers and Human Resource Staff in identifying staffing needs and creating organization-specific strategies to increase full-time employment for nurses. [from author]

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]

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 handbook offers health managers, researchers and policy makers a comprehensive, standardized and user-friendly reference for monitoring and evaluating human resources for health. It brings together an analytical framework with strategy options for improving the health workforce information and evidence base, as well as country experiences to highlight approaches that have worked. [from preface]

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]

Pay for performance (P4P) is an innovative approach that explicitly links financial investment in health to health results. However, the mechanics of its implementation need to be planned very carefully to elicit the desired behavior change in a given country. This guide offers the reader a systematic framework to document and structure a P4P initiative. [adapted from foreword]

The GO Tool is a comprehensive resource connecting health professions students to domestic and international reproductive health training opportunities. [from author]

CORE is an open access, cutting edge tool for building presentations on the full spectrum of reproductive health topics. It has sample slides for easy insertion into a presentation that users can download as well as fact sheets, activities, studies and other resources. [adapted from publisher]

In resource-limited settings, serious healthcare worker shortages that contribute to weak health systems exist alongside the drive to scale up ART and other HIV services to reach those in need. The global health community thus needs to reassess current delivery models and pilot new ones that could expand needed healthcare and be more cost effective, while preserving the quality of services. This book provides a roadmap for conceptualizing and initiating the expansion of the nursing scope of practice to include ART prescription and management. [adapted from author]

This paper illustrates how decision-makers can use evidence and tools from an equity-oriented toolkit to scale up training and education of health workers. [adapted from abstract]

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]

This presentation defines the components of health worker guidelines, explores the impact on maximizing access and quality, and describes the best practices in creating health worker guidelines. [adapted from author]

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]

The regional guidelines for implementing the SDNM in the African Region are to accelerate action at country level. The guidelines also provide both a framework for WHO action to support countries in improving the quality of nursing and midwifery services, and a guide for action at national and local levels. Possible priority actions have been proposed to countries to facilitate strengthening of nursing and midwifery services at national and local levels. [from foreword]

This self-audit tool can be used at any management level and is designed to help employers make a quick judgement about whether an organization’s framework for management and practice minimizes the potential for workers to be subject to violence and abuse. The tool also enables a supportive response if incidents occur. [adapted from description]

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 field guide is intended to provide some help with the task of improving the delivery of health services using standards of care as the basis for improvement. This guide is designed to answer questions such as: What types of standards are really useful to local providers and mangers? How can they be implemented in a practical way? How can the improvement process be supported?

This document is an early version of procedures for use by national health and statistics constituencies in planning and carrying out the design of strategies and operational plans for strengthening their national health information systems. [from summary]

This Health Systems in Transition profile is a country-based report that provides a detailed description of a health system and of policy initiatives in progress or under development. It is a template intended to be used in a flexible way to allow authors and editors to adapt it to their particular national context. [adapted from introduction]

The objective of this adaptable tool is to assess HIV and sexual and reproductive health (SRH) bi-directional linkages at the policy, systems and service-delivery levels. It is intended also to identify gaps, and ultimately contribute to the development of country-specific action plans to forge and strengthen these linkages. It includes assement tools for evaluating staffing, human resources and capacity development (p.32) as well as a checklist for evaluating health workers’ capacity to perform SRH and HIV functions (p.82). [adapted from author]

This Toolkit provides a package of HRIS procedures and tools to HRH stakeholders, HR information system managers and software developers to facilitate applying the HRIS strengthening processes and iHRIS software developed by the Capacity Project. The Toolkit collects briefs, forms, case studies, resources and other materials to assist with all five steps of the HRIS strengthening process: introduction, building HRIS leadership, assessing and improving existing systems, developing software solutions, using data to make decisions, and ensuring sustainability. [from author]

This document presents a checklist of key characteristics of quality workplaces for health care professionals. It is intended for use by employers, professional organizations, regulatory bodies, government agencies as well as health sector professionals. It is designed as a reference tool to enable these groups to assess the quality of their practice environment, identify any deficiencies and develop strategies to address priority gaps. [adapted from introduction]

The checklist has been developed to guide those officers who conduct supervision as part of their responsibilities at the various levels of the health delivery system in Malawi. [from author]

Many countries are introducing, expanding, or undertaking major reform of pharmacy education. Such developments must be accompanied by robust systems to assure the quality of the educational structures, processes and outcomes; the latter primarily being graduates who are competent and capable of performing safely and effectively in their practice setting and contributing to the delivery of healthcare. [from author]

This toolkit provides practical advice to anyone involved in, or who is interested in becoming involved in, performance-based contracting of health services with nonstate providers in the context of developing countries. It addresses many of the issues that may be encountered and provides input from experienced contracting professionals, many of whom contributed to the development of this toolkit. [adapted from introduction]

The World Health Organization (WHO) has been collecting and compiling cross-nationally comparable data on health workers in all WHO Member States. The data available in the Global Atlas of the Health Workforce is the main outcome of this effort. Estimates of the stock (absolute numbers) and density (per 1000 population) of the health workforce are available here for 193 Member States. National-level data refer to the active health workforce, that is, all persons currently participating in the health labour market. [adapted from publisher]

All long-term care agencies struggle to find and keep sufficient, reliable, and skilled staff capable of meeting client needs and providing great quality care. This workbook offers 12 concrete steps to guide agencies in developing excellent recruitment, selection and retention practices

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]

The purpose of these guidelines is to assist practitioners and implementing partners to run Community-Based Worker (CBW) systems more effectively, maximising impacts for clients of the service, empowering communities, empowering the CBWs themselves, and assisting governments to ensure that services are provided at scale to enhance livelihoods. The guidelines focus on how to run the CBW system rather than technicalities around HIV/AIDS or natural resources issues. [from introduction]