African Female Physicians and Nurses in the Global Care Chain: Qualitative Explorations from Five Destination Countries

Migration of health professionals is an important policy issue for both source and destination countries around the world. The majority of migrant care workers in industrialized countries today are women. However, the dimension of mobility of highly skilled females from countries of the global south has been almost entirely neglected for many years. This paper explores the experiences of high-skilled female African migrant health-workers (MHW) utilising the framework of Global Care Chain (GCC) research. [from abstract]

Why Medical Students Do Not Like to Join Rural Health Service? An Exploratory Study in India

Inadequate, inequitable distribution of the medical workforce remains a challenge across the globe, and India is no exception. Odisha, a state in India faces a major shortage of doctors particularly in rural and remote areas. In order to address this challenge, it is essential to understand medical students’ career plans, specialization preferences, choices of job location and sector, and views on working in rural and remote areas.

ASHP Guidelines on the Recruitment, Selection, and Retention of Pharmacy Personnel

These guidelines are intended to assist pharmacy managers in the recruitment, selection, and retention of qualified employees. The pharmacy manager working in an organized health care system will usually have to work with the system’s human resources department and within the framework of the specific recruitment, selection, and hiring policies of the organization. [from introduction]

Using Evidence for Human Resources for Health Decision-Making: An Example from Uganda on Health Workforce Recruitment and Retention

This technical brief offers six recommendations to help national stakeholders transform evidence into policy decisions and subsequent action. Using an example from Uganda, the authors illustrate how the development and sharing of evidence can support decision-making for change in health workforce recruitment and retention policies, toward the aim of improving access to high-quality health care for the population. [from introduction]

A Study of Human Resource Policies and Practices for Primary Health Care System in Delhi

A comprehensive health care services requires effective human resource (HR) management policy to ensure organizational success. Government is primarily concerned with the size of the workforce rather than the contemporary HR practices. This resulted into lack of attention to HR management in health sector. [from abstract]

The Leaking Pocket: The Implicit Struggle for Skilled Health Workers Between Private Not-For-Profit and Public Sector in Tanzania

Public health services in sub-Sahara Africa countries face severe health workforce shortages exacerbated by both outward migration and internal public-to-private sector migration—Tanzania is no exception. This review was conducted to characterize the extent of health workforce shortages in Tanzania, and the factors impacting on the shortage. [from abstract]

Lessons on Attraction and Retention of Health Staff

This predominantly quantitative research paper interrogates the attraction and retention of health professionals at eleven randomly selected health centres in Gweru municipality, Zimbabwe. [from abstract]

Why Do Some Physicians in Portuguese-Speaking African Countries Work Exclusively for the Private Sector? Findings From a Mixed-Methods Study

Despite the growing interest in the private health sector in low- and middle-income countries, little is known about physicians working outside the public sector. The paper’s objective is to contribute to the understanding of such physicians, ultimately informing the policies regulating the medical profession in low- and middle-income countries. [adapted from abstract]

Understanding the Labour Market of Human Resources for Health in Sudan

This document provides an overview of the HRH labour market in Sudan, highlighting the importance of a comprehensive approach to understanding the driving forces that affect the supply and demand for health workers, in order to provide a basis for developing effective HRH polices that can contribute to progress towards universal health coverage. [from abstract]

Recruitment of Community Health Workers

This item is chapter eight in the book Developing and Strengthening Community Health Worker Programs at Scale. This chapter will help readers to consider key questions, recommendations, and challenges for CHW [Community Health Worker] recruitment planning and implementation, including selection, resource availability, and addressing CHW retention. [adapted from introduction]

Hope and Despair: Community Health Assistants’ Experiences of Working in a Rural District in Zambia

In order to address the challenges facing the community-based health workforce in Zambia, the Ministry of Health implemented the national community health assistant strategy in 2010. The strategy aims to address the challenges by creating a new group of workers called community health assistants (CHAs) and integrating them into the health system. The first group started working in August 2012. The objective of this paper is to document their motivation to become a CHA, their experiences of working in a rural district, and how these experiences affected their motivation to work.

The Engagement of East and Southern African Countries on the WHO Code of Practice on the International Recruitment of Health Personnel and its Implementation

This synthesis report is part of the Regional Network for Equity in Health (EQUINET) programme of work on
Contributions of global health diplomacy to health systems in sub-Saharan Africa: Evidence and information to support capabilities for health diplomacy in east and southern Africa. The programme aims to identify factors that support the effectiveness of global health diplomacy (GHD) in addressing selected key challenges to health strengthening systems in eastern and southern Africa (ESA). [from summary]

Empirical impact evaluation of the WHO Global Code of Practice on the International Recruitment of Health Personnel in Australia, Canada, UK and USA.

The active recruitment of health workers from developing countries to developed countries has become a major threat to global health. In an effort to manage this migration, the 63rd World Health Assembly adopted the World Health Organization (WHO) Global Code of Practice on the International Recruitment of Health Personnel in May 2010. While the Code has been lauded as the first globally-applicable regulatory framework for health worker recruitment, its impact has yet to be evaluated.

Supporting Country-Led Efforts to Recruit and Retain Health Workers and Improve Their Productivity

CapacityPlus, with the USAID ASSIST Project and the World Bank, cohosted a knowledge-sharing and dissemination event at the National Press Club in Washington, DC, on February 18. The three-hour program focused on the latest evidence from country applications of innovations to strengthen health workforce recruitment, retention, and productivity. [from introduction]

Strategic Human Resources Solutions for Healthcare Systems in Central and Eastern Africa

This article explores the human resources problems along with the health status and services for Kenya, Rwanda and Uganda. Situational analysis on health status and service delivery is presented via a thorough examination of country specific National Health Sector Strategic Plans. Strategic solutions based on improving the Human Resources for Health are explained and World Health
Organization’s Millennium Development Goals are examined. [from abstract]

Job Evaluation Guidelines

The objectives of this monograph are to Provide nurses and national nurses associations (NNAs) with information on the definition and importance of job evaluation. It will describe the steps in a job evaluation process and define remuneration and discuss the importance of equality for nurses when developing a job evaluation plan. [adapted from introduction]

The WHO Global Code of Practice: A Useful Guide for Recruiting Health Care Professionals? Lessons from Germany and Beyond

As an alternative to categorical bans on recruitment from entire countries, we propose alternative frameworks for approaching recruitment regulation. We offer examples of these global lessons from the German context.

Which Incentive Package Will Retain Regionalized Health Personnel in Burkina Faso: A Discrete Choice Experiment

The objective of the study was to identify a package for attracting and retaining health workers in underserved areas. [from abstract]

An Exploratory Analysis of the Regionalization Policy for the Recruitment of Health Workers in Burkina Faso

The idea for this policy emerged after finding a highly uneven distribution of health personnel across urban and rural areas, the availability of a large number of health officers in the labour market, and the opportunity given to the Ministry of Health by the government to recruit personnel through a specific budget allocation. [from abstract]

Evaluation of Recruitment and Retention Strategies for Health Workers in Rural Zambia

The purpose of this study was to determine the impacts of the various health worker retention strategies on health workers in two rural districts of Zambia. [from abstract]

Addressing the human resources for health crisis through task-shifting and retention: results from the Africa Health Systems Initiative Support to African Research Partnerships program

The task-shifting and retention and recruitment research conducted within the context of the AHSI-RES program has uncovered important areas of focus for refining current human resources for health strategies, and approaches to evaluate whether these are producing the intended results. [from paper]

MSF Rural Human Resources for Health Scholarship Programme - Toolkit

The Scholarship Toolkit has been designed to facilitate setting up a programme for actors who find themselves facing critical staff shortages and who are interested in innovative HRH approaches and long–term solutions. A step-by-step description of the process as well as templates for key documents and other supporting materials are included. [adapted from introduction]

Key Aspects of Health Policy Development to Improve Surgical Services in Uganda

Uganda, like other low-income sub-Saharan African countries, bears a heavy burden of surgical conditions with low surgical output in health facilities and significant unmet need for surgical care. To address this lack of adequate surgical services in Uganda, a diverse group of local stakeholders met in Kampala, Uganda, in May 2008 to develop a roadmap of key policy actions that would improve surgical services at the national level.This article is a critical discussion of these health policy priorities with references to recent literature. [adapted from abstract]

Rural Allied Health Scholarships: Do They Make a Difference?

Specifically this study aimed to examine the profile of the QHRSS-AH recipients from 2000 to 2010 including graduate recruitment outcomes and retention within the scholarship program. It also explored the influence of the QHRSS-AH on early career practice location decisions and the features of the scheme that influenced motivation to be involved as either a scholarship holder or manager, perceived barriers to employment of scholarship holders in rural or remote services, experiences of scholarship holders as new graduates in rural and remote services and views on support requirements.

Recruitment and Retention of Rural Nursing Students: a Retrospective Study

The purpose of this study was to compare rural and urban nursing students in relation to application, admission, and retention/graduation trends at a metropolitan state university in the Pacific Northwest area of the USA. [from abstract]

Supporting the Social Service Workforce: Attracting and Retaining Workers in Underserved Areas

The Global Social Service Workforce Alliance hosted this webinar to discuss tools for attracting and supporting the social service workforce in underserved areas. The complete recording, transcript and a compilation of related resources is available.

WHO Policy Dialogue on International Health Workforce Mobility and Recruitment Challenges: Technical Report

This technical report summarizes the presentations and discussions that took place during a policy dialogue on international health workforce mobility and recruitment challenges. These discussions provided a better understanding of the progress made and challenges in implementing the WHO Code of Practice on the International Recruitment of Health Personnel and provided further recognition of policy mechanisms that may be used to address the challenges and benefits associated with international migration and recruitment of health personnel. [from author]

Experiences of Non-Resident Nurses in Australia's Remote Northern Territory

The purpose of this research was to assess the extent to which the use of non-resident labor in the health sector, specifically non-resident nurses, might address the well-known barriers to recruitment and retention of remote health professionals [from author]

What Interventions Do Rural Doctors Think Will Increase Recruitment in Rural Areas: A Survey of 2778 Health Workers in Beijing

Strategies have been developed by the Chinese government to improve the recruitment of rural doctors. However, the inequitable distribution of doctors has not improved significantly. The objective of this study was to explore the reasons for the poor recruitment and to propose possible strategies to improve the situation. [adapted from abstract]

How to Recruit and Retain Health Workers in Rural and Remote Areas in Developing Countries

This paper aims to outline the magnitude of unequal health workforce distribution in the developing countries; summarize the evidence on the factors that contribute to these imbalances; present a systematic set of policy interventions that are being implemented to address the problem of recruitment and retention of health workers in rural and remote regions of developing countries; and introduce the Discrete Choice Experiment to elicit health workers’ preferences and factors likely to increase uptake of a rural or remote job. [adapted from abstract]