Human Resources for Health in Maternal, Neonatal and - HRH ...

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Strategies to develop supportive working environments Although HRM systems are important in the creation of a work climate that is conducive to quality performance there are a number of other practices that contribute to a supportive environment. Manzi et al in their study of work place trust in Tanzania highlights the importance of workplace relationships to health worker motivation and performance (Manzi 2004). Health worker relationships affect team work which can take place within a PHC team, between community out-reach workers and those with in a facility, between staff employed by the public and non state sector and/or beyond the health sector. In response to this FIGO calls for the development of guidelines for multidisciplinary collaborative practice that allow for shared competencies and appropriate skill mix (FIGO 2009). This requires the sharing of responsibility between the various cadres of health and community workers involved in MNRH. In addition to team work, workplace environments can be enhanced thought the provision of initiatives that address issues related to the socio-cultural background of staff, their family situation as well as health and welfare and factors such as availability of transport, equipment and tools. The table below outlines a number of Initiatives that contribute to supportive work environments in MNRH at community level. Table 16 Initiatives that contribute to supportive work environments for HRH Initiative focus Details Context Reference Building PHC teamwork Core competencies To increase the responsiveness of PHC teams Americas (PAHO 2009) Peer support Peer support Peer review Curriculum development manual Private midwife network developed to provide supportive peer supervision in Post abortion care FP volunteers & FP field worker collaboration among 72% of volunteers in Yogyakarta 64% in Central Java 53% in West Java. Improving FP counselling with self-assessment and peer review module 7 covers collaborative RH work with other PHCW & community development workers Kenya Indonesia (Nelson 2002; Dohlie 2003; ESD Project 2007) (Utomo, Arsyad et al. 2006) Indonesia (Kim 2002) Global (IntraHealth/Prime II Project 1997) Linking in with HRH beyond PHC team ICT Family health worker team support in rural areas for consultation, reference and education ―catalytic agent‖ committed individual at district level who can provide assistance (Campos 2006) (IntraHealth 2008) P a g e | 99
Initiative focus Details Context Reference Public private partnerships / collaboration Regular meetings 6 monthly gathering for Sahiyyas to share their experiences with NGOs, MoH, MoE, FBO India (Government of India 2004)(Mavalankar 2008; Mavalankar, Singh et al. 2009) Formal agreement Official agreement with schools to allow PHE Colombia (IPPF 1995) students to fulfill a public service obligation by training other youth in family planning issues. An arrangement with youth groups allowing participating members to retain their group identity while serving as PHE TBA / traditional practitioner collaboration TBA Midwife Hilot partnership Guidelines and strategies Phillipines (Recio 1985; DoH TBA SEARCH model Health personnel value local Maya midwives primarily for their role in furthering the goals of biomedicine. CHW collaborates effectively with a TBA; the former cares for the baby, and the latter cares for the mother 2005) Guatemala (Hinojosa 2004) India (Bang, Bang et al. 1999; Bang, Bang et al. 2005) TBA Links with lady health workers & Dais Pakistan (Bhutta 2008) TBA Mayan auxiliary obstetric nurses & comadronas Guatemala (Replogle 2007) partnership development TBA Partnership to improve the health of mothers and babies Eritrea (WHO 2008) Support to address socio-cultural issues Female PHE Improve of females through involving parents, recruitment communicating clearer expectations of work, participation & recognising achievements, gender recruitment equity retention criteria Infrastructure, logistics equipment & tools Provision of bicycle or supporting village health nurses to increase reach by moped Job aides Job Aides Job Aides improving Mobility of Village Health Nurses Cards with supporting information on the integration of FP and HIV/STI services for auxiliary nursemidwives Cards to help FP educators prompt patients to ask questions, cards to help health workers self assess their performance in client communication Prevention of PPH, The following in Vietnamese: Emergency Contraception, Sexually Transmitted Infections contraceptive Choices for Young People Options for Unintended Pregnancies Mozambique (Badiani 2006) Tamil Nadu, (Joseph 2004) India Uttar (IntraHealth 2005) Pradesh India Indonesia (Kim 2002) Cambodia, Vietnam (PATH 2004; Srimuangboon. 2005; PATH 2008) Job Aides HIV PTMC & breastfeeding counselling cards Kenya (QAP 2007) Job Aides Job Aides Obstetric care: clinical definition, recommended management & several clinical management flow charts. Communication job aid COC, DMPA, emergency contraceptive pills, female & male condom, IUD, Lactation Amenorrhea Method, Norplant, FP counselling card Global (FCI 2008; FCI 2008) Global (Pathfinder 2003; Pathfinder 2007) P a g e | 100
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Human Resources for Health in Mater
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What human resource practices in ma
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Collaboration with traditional and
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Acronyms AAAH Asia and Pacific Acti
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TBA T & L UNFPA UNICEF UOG UPNG USA
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Figure 34 Potential gain in percent
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Executive Summary Addressing the ba
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Introduction What human resource pr
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Review Questions 1. What HR approac
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Effective HRH practice and quality
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is no single prescribed set of ways
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Table 3 Classification of health ce
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Figure 5 Millennium Development Goa
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(UNICEF 2007) However, the road to
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A number of steps are purported to
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Figure 10 Overview of HRH at commun
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functions, the latter involving mob
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settings‖(ICN 2009). They may be
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Table 7 What Skilled attendants can
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Traditional healers may also be inv
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Methodology What human resource pra
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Table 9 Search terms used for the s
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findings. Differences and similarit
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Barriers and constraints to HRH pra
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Page 51 and 52: partum services as being from 1:60
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Page 55 and 56: Remuneration for CHWs, nurse and mi
Page 57 and 58: Supportive HRH strategies and appro
Page 59 and 60: Strengthening HRH policy legislatio
Page 61 and 62: Strategies to improve Human resourc
Page 63 and 64: there are interrelationships betwee
Page 65 and 66: Table 11 Tools for managing HR in M
Page 67 and 68: Performance management Effective ma
Page 69 and 70: The Health and Family Planning Mana
Page 71 and 72: as a guide to mentoring, delegation
Page 73 and 74: eceived from outside the routine pu
Page 75 and 76: The isolated nature of much communi
Page 77 and 78: progress over time. This tool and t
Page 79 and 80: At national level, countries may ha
Page 81 and 82: evaluating and adjusting the size a
Page 83 and 84: There are a number of difficulties
Page 85 and 86: Figure 23 The Task Shifting Process
Page 87 and 88: Substitution Substitution is differ
Page 89 and 90: which was developed in 2002. This w
Page 91 and 92: al. 2008). Dual practice is another
Page 93 and 94: Figure 24 Motivational determinants
Page 95 and 96: Many of the incentives to health wo
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Page 99: Management autonomy at community le
Page 103 and 104: informal, mutual-help action groups
Page 105 and 106: Building relationships with cultura
Page 107 and 108: groups; encouraging recruitment thr
Page 109 and 110: Summary This section has identified
Page 111 and 112: encouraging midwives to proactively
Page 113 and 114: Facilitation & attendance at MOH/ N
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Page 117 and 118: Table 19 Examples of initiatives in
Page 119 and 120: information and advice from peers (
Page 121 and 122: esources to provide clinical and ma
Page 123 and 124: Strengthening Education and compete
Page 125 and 126: Table 20 Examples of Partnership ap
Page 127 and 128: Table 21 Learner needs analysis and
Page 129 and 130: Table 22 Some approaches to the des
Page 131 and 132: Participants/ Method / document typ
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Page 135 and 136: Participants / context LMICs method
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Page 141 and 142: Country / cadre Indonesia Surabaya
Page 143 and 144: Lessons learned from countries that
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Development approach is an example
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flexibility in order to overcome ge
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up skilled birth attendance‖. The
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Scaling up of the Navrongo service
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conditions (Walt, Perera et al. 198
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Figure 37 Critical success factors
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Health system standards are explici
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prevalence rate, however in order t
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(Dieleman 2006) Selected key indica
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In order to determine the answers t
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Summary of findings This narrative
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Health worker performance is theref
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Discussion and Recommendations What
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outlines how the HRH information ba
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communities. A collaborative approa
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Table 29 Examples of HRH performanc
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Appendices Appendix 1. MDG5 Country
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World Health Statistics http://www.
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Appendix 3. Sources of all material
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Data source Keywords used in search
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Appendix 4: Barriers and Constraint
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Area Barriers & constraints in MNRH
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Area Barriers & constraints in MNRH
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Appendix 5 Literature that document
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P a g e | 206
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IMNCI PMTCT Perinatal Period Postna
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Ambegaokar, M., Lush, L. (2004). "F
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Barrett, B., J. Ladinsky, et al. (2
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University South Africa with the Re
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Cruse, D. (1997). Community Health
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Elson, D., Evers, B. (1998). Sector
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Flanagan, D., Williams, C., Mahler,
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Greenwood, A. M., Bradley, A.K., By
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Howard, G., Bogh, C., Goldstein, G.
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Jhpeigo (1998). Participatory techn
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Kroll, D., Dwyer, D. (1994). "Postn
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Manandhar, D. S., D. Osrin, et al.
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Morisky, D. E. (1985-86). "Evaluati
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O‘Brien-Pallas, L., Irvine, D., P
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Pfeiffer, J. and J. Pfeiffer (2003)
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Replogle, J. (2007). "Training Trad
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Shankar, A., S. Sebayang, et al. (2
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Teela, K. C., L. C. Mullany, et al.
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van Damm, W., et. al (2008). "Scali
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WHO (2008). Global Standards for In
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