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

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in order to ensure access to drugs and improve the health of professionals so that essential services can be maintained (Health Development Network 2004) but no examples of this is practice could be located. Family friendly work environments Family friendly work environments recognise the positive effects provided by enabling staff to balance the many demands of their personal and/or family lives with the challenges of work. This requires policy as well as the provision of leave (ie maternity, parenting, compassionate and carers) flexible hours, work sharing and electronic or home based work. The only material that was located in this area concerns the Mother and baby friendly policy of the International Confederation of Midwives (ICW 2008). However governments are may have their own specific policies that relate to this area. Multiple interventions to improve workers environment The Capacity Project worked with the Ministry of Health to select and pilot simple, low-cost work climate improvement interventions in ten rural facilities over a period of one year. The primary purpose was to positively impact motivation and job satisfaction and help sites retain their valued staff. Actions taken include more frequent team meetings for sharing information and problem-solving, community outreach days, inexpensive renovation of hospital facilities, purchase of new equipment, more equitable staff shifts, managing inventories to avoid stock depletion, lounges with free beverage facilities for staff, servicing vehicles previously considered unserviceable, introducing safe waste disposal measures, improved signage within several facilities, organized patient flow procedures, less littered yards and cleaner toilets and facilities. New resource centres at each site help to create a culture of continuous learning. A follow-up survey indicated an improvement in worker morale. Nearly all (90%) staff in the ten sites expressed high satisfaction with their work environments, up from 60% at the beginning of the pilot. Most workers said they had no intention of leaving or transferring from their facilities (Adano 2008) The Laos SBA development plan 2008 – 2012 contains two general objectives for strengthening the Working Environment for SBAs at all levels (Lao People‘s Democratic Republic Ministry of Health 2009). These are: Develop and disseminate standards of Midwifery Practice for clinical practice areas and a mechanism for regular and periodic auditing of standards, for quality assurance and improvements Ensure all facilities have essential equipment and essential drugs, including mechanism to prevent drug stock-out and transportation and communication systems for referral P a g e | 107
Summary This section has identified a range documentation that outlines in-country experiences of programmes and policies to develop supportive work environments for HRH. There are few examples in MNRH at community level highlighting the need for further research in order to document in country practice in the areas of : team work, the provision of infrastructure, medicines and logistics, strategies to address gender and cultural imbalance in the community workforce, strategies to address the health and welfare of staff, approaches to promote family friendly work places. Building supportive work places requires policy guidance and management support and is most likely to be the result of the implementation of a number of initiatives. P a g e | 108
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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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PHEs. In the Pacific the density of
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partum services as being from 1:60
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husbands who oppose family planning
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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
Page 97 and 98: files suggests that more careful at
Page 99 and 100: Management autonomy at community le
Page 101 and 102: Initiative focus Details Context Re
Page 103 and 104: informal, mutual-help action groups
Page 105 and 106: Building relationships with cultura
Page 107: groups; encouraging recruitment thr
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Page 113 and 114: Facilitation & attendance at MOH/ N
Page 115 and 116: of community leaders improved the c
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
Page 133 and 134: strengthening and establishing accr
Page 135 and 136: Participants / context LMICs method
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Page 139 and 140: Country / cadre Niger: Birth attend
Page 141 and 142: Country / cadre Indonesia Surabaya
Page 143 and 144: Lessons learned from countries that
Page 145 and 146: Malaysia The sharp decline in mater
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Page 149 and 150: A technical meeting in Bangkok in 2
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Page 153 and 154: flexibility in order to overcome ge
Page 155 and 156: up skilled birth attendance‖. The
Page 157 and 158: 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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