Drafts

The purpose of this document is to provide a process, methodology and tools for assessing government human resource capacity to lead and manage an effective implementation of the NPA.

In the context of the critical role that human resource play in delivering health services to populations and as human resources represent a critical constraint in achieving the targets of the Millennium Development Goals, it becomes imperative that effective systems for regulation, education, research and performance management be strengthened in order to achieve the required improvement in health outcomes. The guidelines will provide a framework to improve health programs and the services for delivering them, and to guide in allocation of human and financial resources in current and futures programs and services.

The main aim of these guidelines is to support countries in the Human Resource Development and management process of assessing the human resource for health situation, policy and plan development with the view of achieving some level of comprehensiveness and consistency country level. The guidelines will discuss HRH processes, situation analysis, policy and plan development with reference to the overall context of national health policies and strategies. These guidelines describe how to formulate, develop, review HRH situations, policies and plans with the flexibility necessary for each country context.

This paper was commissioned by the health professions with the support of the Global Health Workforce Alliance to provide an overview of the use of incentives for health care professionals. It describes some of the different approaches taken and presents characteristics shared by effective incentive schemes. The paper also suggests some approaches to their development and implementation. [from introduction]

These job satisfaction surveys are tools intended to gain feedback from providers who have stayed in their positions, providers who have changed jobs and managers in district and facility level health centers in order to measure satisfaction with working conditions.

This draft presents a concise situational analysis and the preliminary steps for creating a recovery strategy, including details of the health human resource situation and an outline of the interventions for building the health workforce.

This document is a draft statement of the strategic human resource (HR) plan of action for the next ten years (2003–2013). It is a draft because there remain substantive decisions to be made by senior officers of the Ministry of Health and Population (MOHP) on the content of the plan before it can be finalised. Its purpose is to provide a foundation on which to build human resource development in the MOHP and the health sector as a whole. The HR strategic plan is intended to accomplish three things. These are: to specify the direction of growth of development of HR; to specify outline HR objectives for the medium term which provide a framework for short-term plan development; to identify short-term actions and, in particular, policy actions which are needed for the MOH to proceed towards the medium-term future.

This paper examines what we know, and don’t know, about international migration of medical professionals. Although migration is extensive within and among neighboring countries, this paper focuses on South-to-North international migration. By considering the consequences and causes of migration, the paper considers public policy options for sending and receiving countries. A central policy challenge is whether medical migration should be treated differently from the movement of other highly skilled professionals? [abstract]

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.

In order to highlight the driving forces determining the international allocation of medical personnel, the cases of four countries (the Philippines and South Africa as source countries, and Saudi Arabia and the United Kingdom as destination countries) are examined. The paper concludes that changes in demand generated in major destination countries determine the international allocation of medical personnel at least in the short run. [from abstract]

This note provides a brief overview of the scope and nature of health workforce challenges in low-income countries; provides a simple framework for organizing the analysis of problems and responses; and outlines possible priority actions at country and international level.