Identification of Recruitment and Retention Strategies for Rehabilitation Professionals in Ontario, Canada: Results from Expert Panels

Health human resource (HHR) strategies for Canadian rehabilitation professionals are lagging behind other professional groups such as physicians and nurses. The objectives of this study were: 1) to identify recruitment and retention strategies of rehabilitation professionals including occupational therapists, physical therapists and speech language pathologists from the literature; and 2) to investigate both the importance and feasibility of the identified strategies using expert panels amongst HHR and education experts. [from abstract]

Retention of Health Care Workers: Countries' Experiences - Swaziland

This presentation details the issues of migration and retention in Swaziland.

Retention Strategies for Swaziland's Health Sector Workforce: Assessing the Role of Non-Financial Incentives

This country study in Swaziland thus sought to map and assess incentives for retaining heath workers, particularly non-financial incentives. Specifically it sought to identify existing policies and measures for incentives for retention of health workers, their relevance to current factors driving exit and retention, and propose inputs for guidelines for introducing and managing incentives for health worker retention to maximize their positive impact. [from summary]

Appropriate Training and Retention of Community Doctors in Rural Areas: a Case Study from Mali

While the recruitement of rural doctors is steadily rising, there is concern about their long-term retention. In response, an orientation course for recently established rural doctors was set up in 2003, based on a training needs assessment. This paper draws lessons from this experience, focusing on processes and mechanisms operating in the relation between training and retention in rural practice. [adapted from author]

Retention of Health Workers with a Focus on Rural Areas

This presentation on health worker retention in rural area was offered during a dialogue hosted by the WHO and OECD.

National Impact: Local Ownership of Health Workforce Initiatives in Uganda

This document discusses the in-country ownership of health initiatives from the Health Sector Strategic Plan focusing on critical areas such as retention, recruitment and occupational safety.

Nurse Workforce Challenges in the United States: Implications for Policy

The United States has the largest professional nurse workforce in the world but does not produce enough nurses to meet its growing demand. The U.S. is now the world’s major importer of nurses, but the shortage is too large to be solved by recruitment abroad without depleting world nursing resources. The national shortage could be largely addressed by investments in expanding nursing school capacity. [adapted from summary]

Motivation and Retention of Health Professionals in Developing Countries: a Systematic Review

Health worker retention is critical for health system performance and a key problem is how best to motivate and retain health workers. The authors undertook a systematic review to consolidate existing evidence on the impact of financial and non-financial incentives on motivation and retention. [from abstract]

Retention Incentives for Health Workers in Zimbabwe

This paper investigates the impact of the framework and strategies to retain critical health professionals (CHPs) that the Zimbabwean government has put in place, particularly regarding non-financial incentives, in the face of continuing high out-migration. [from summary]

12 Steps for Creating a Culture of Retention: a Workbook for Home and Community-Based Long-Term Care Providers

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

Incentives for Retaining and Motivating Health Workers in Pacific and Asian Countries

The objectives of this paper are to highlight the situation of health workers in Pacific and Asian countries to gain a better understanding of the contributing factors to health worker motivation, dissatisfaction and migration; examine the regional and global evidence on initiatives to retain a competent and motivated health workforce, especially in rural and remote areas; and suggest ways to address the shortages of health workers in Pacific and Asian countries by using incentives. [from abstract]

Challenges of Retaining Health Workers in the PNFP Sector: the Case of Uganda Catholic Health Network

This paper looks at the HRH crisis as experienced by the Uganda Catholic Medical Bureau network giving the trend, examining the reasons, the destinations of attritional cases and what the network is trying to do to improve human resource stability. [from abstract]

Improving Retention and Performance in Civil Society in Uganda

This article describes the experience of the Family Life Education Programme, a reproductive health program that provides community-based health services through 40 clinics in five districts of Uganda, in improving retention and performance by using the Human Resource Management Rapid Assessment Tool. [adapted from abstract]

Training and Retaining More Rural Doctors for South Africa

The so-called brain drain is a complex phenomenon with a web of push-pull factors determining final outcomes. There are no quick fixes. Yet, those on the front lines addressing the critical personnel shortages in South Africa’s public health system - especially in rural areas - have pointed to approaches that could slow the exodus and eventually turn the situation around. [from author]

Addressing the Human Resource Crisis in Malawi's Health Sector: Employment Preferences of Public Sector Registered Nurses

This paper examines the employment preferences of public sector registered nurses working in Malawi and identifies the range and relative importance of the factors that affect their motivation. The research was designed in the light of the Malawi government’s programme to address the shortage of health workers, which is based on salary top-ups as a means of increasing employee motivation and reducing high rates of attrition. This policy has been adopted despite relatively little quantitative exploration into the employment preferences of health workers in developing countries.

Uganda Health Workforce Study: Satisfaction and Intent to Stay Among Health Workers in Public and PNFP Facilities

This presentation was given at the First Forum on Human Resources for Health in Kampala. It describes a study to identify the level of satisfaction and intent to stay among health workers and effort to develop strategies to improve retention. [adapted from author]

Human Resources Retention Scheme: Qualitative and Quantitative Experience from Zambia

This presentation was given at the First Forum on Human Resources for Health in Kampala. It discusses the Zambia Health Workers Retention Scheme, an incentive program targeting key health worker cadres primarily in rural district to decrease attrition rates of critical service providers. [adapted from author]

Health Human Resources Modelling: Challenging the Past, Creating the Future

This document reports on the findings of three projects in Canada that link population health needs to health human resource planning, to illustrate the value and challenges in using health human resource data to inform policy decisions on nursing productivity and to generate evidence based retention policies to guide nursing workforce sustainability. [adapted from summary]

Staffing Remote Rural Areas in Middle- and Low-income Countries: a Literature Review of Attraction and Retention

This is a review of the literature on attracting and retaining health workers. The findings suggest that recruitment and retention strategies are usually not comprehensive and often limited to addressing a single or limited number of factors. Because of the complex interaction of factors impacting attraction and retention, there is a strong argument to be made for bundles of interventions which include attention to living situations, working conditions and environments, and professional development opportunities. [adapted from author]

I Believe That the Staff Have Reduced Their Closeness to Patients: an Exploratory Study on the Impact of HIV/AIDS on Staff in Four Rural Hospitals in Uganda

Staff shortages could harm the provision and quality of health care in Uganda and therefore staff retention and motivation are crucial. Understanding the impact of HIV/AIDS on staff contributes to designing appropriate retention and motivation strategies. This research aimed to identify the influence of HIV/AIDS on staff working in general hospitals at district level in rural areas and to explore support required and offered to deal with HIV/AIDS in the workplace. Results from interviews and surveys show that HIV/AIDS is an important contextual factor that impacts working conditions in various ways.

Team Climate, Intention to Leave and Turnover Among Hospital Employees: Prospective Cohort Study

In hospitals, the costs of employee turnover are substantial and intentions to leave among staff may manifest as lowered performance. We examined whether team climate, as indicated by clear and shared goals, participation, task orientation and support for innovation, predicts intention to leave the job and actual turnover among hospital employees. [from abstract]

Uganda Health Workforce Study: Satisfaction and Intent to Stay Among Current Health Workers: Executive Summary

This report summarises the results of a study of health worker satisfaction, working conditions and intent to continue working in the health sector in Uganda. The findings point to the importance of a number of factors that contribute to satisfaction and intent to stay, including differences by cadre, gender, age, sector (public or non-profit) and location. The results suggest several policy strategies to strengthen human resources for health in Uganda. [from abstract]

Improving Health Worker Performance: in Search of Promising Practices

This report was commissioned to describe experiences and to provide lessons learnt with respect to interventions to retain staff and improve their productivity, competence and responsiveness. [from summary]

What Are the Effects of Distance Management on the Retention of Remote Area Nurses in Australia?

Australian remote area nurses (RANs) are specialist advanced practice nurses. They work in unique, challenging and sometimes dangerous environments to provide a diverse range of healthcare services to remote and predominantly Aboriginal communities. There is an emerging skills gap in the remote nursing workforce as experienced and qualified RANs leave this demanding practice. There is a shortage of new nurses interested in working in these areas, and many of those who enter remote practice leave after a short time. Distance management was examined in order to gain a better understanding of its effects on the retention of RANs. Distance management in this context occurs when the health service’s line management team is located geographically distant from the workplace they are managing. [introduction]

Improve Facility Management to Increase Nurse Retention

Both financial and nonfinancial factors influenced the tenure and job satisfaction of nurses at public maternity services in South Africa. Surveys suggest that strong management and fully equipped facilities could help redress staff turnover. [author’s description]

Turnover of Health Professionals in the General Hospitals in West Nile Region

The study whose summary is presented here tried to compare the attrition rates in three Private Not For Profit and three Government General Hospitals in West Nile Region over a period of five years. It also examined the destination to which the health professionals were lost, the source of the new staff that replaced those lost by the hospitals, the reasons for attrition as perceived by the existing staff in the hospitals, what kept some of the staff working for longer period than others who chose to leave, and the incentives that were in place for attraction and retention of health professionals in these hospitals.

Health Worker Retention and Migration in East and Southern Africa: Regional Meeting Report

This report is the result of a regional meeting held March 17-19 in Arusha, Tanzania and presents the regional context for work on migration and retention; an overview of the current situation, integrating evidence from background papers and country experiences; and summarizes the discussions held on follow-up work on migration and retention. [adapted from introduction]

Review of Non-Financial Incentives for Health Worker Retention in East and Southern Africa

A growing body of evidence suggests that the quality of a health system depends greatly on highly motivated health workers who are satisfied with their jobs, and therefore stay at their stations and work. This paper reviewed evidence from published and grey literature on the use of non-financial incentives for health worker retention in sixteen countries in east and southern Africa. [adapted from author]

Health Workforce Innovations: a Synthesis of Four Promising Practices

While publications like the World Health Report have described general approaches that can be taken to improve the human resources for health (HRH) situation at the country level, there is a relative paucity of more detailed documentation that describes promising practices that would be useful to HRH leaders and practitioners. As a result, USAID’s Africa Bureau commissioned a study to identify and document promising practices in a way that takes into account the context of the practice, describes lessons learned and puts forth potential implications for replication in other countries. The intent of the promising practices study is to “serve as a practical and much needed resource for governments, partners and donors in promulgating policies and approaches that have successfully mitigated the negative effects of the health workforce crisis.” After consultation within USAID, it was decided that the study would focus on promising practices in four African countries: task shifting in Ghana and Uganda, improving retention in Malawi, and increasing recruitment and rapid deployment in Namibia.

Help Wanted: Confronting the Health Care Worker Crisis to Expand Access to HIV/AIDS treatment: MSF Experience in Southern Africa

This report focuses on the impact of human resource shortages witnessed by MSF teams in four southern African countries - Lesotho, Malawi, Mozambique, and South Africa. While the focus is largely on nurses in rural areas, it should be acknowledged that health staff is lacking across the spectrum - from doctors to laboratory technicians to pharmacists - at all levels of care. In all these cases the need for access to ART, as well as other health needs, is outstripping human resource capacity. [from introduction]