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

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Figure 40 HRM components assessed by the MSH Assessment tool HRM capacity Budget Staff HR Planning Organisation mission/ goals HR planning Personnel policy and practice Job classification system Compensation and benefit system Recruiting, hiring transfer promotion Orientation program Policy manual Discipline, termination and grievance procedures Relationships with unions Labour law compliance HRH Data Employee data Computerisation of data Personnel files Performance management Job descriptions Staff supervision Work planning and performance review Training Staff training Management and leadership training Links to external pre service training Dieleman and Harnmeijer present a framework (see table 28) for indicators in their literature review of promising HRH practices in resources poor settings which attempts to synthesise various authors‘ conceptions. Performance is seen as the outcome of a number of factors (the availability of staff, their competences, productivity and responsiveness) that when combined in various degrees of success. Process indicators are grouped together as effects that are related to the efficiency of HRH. Indicators categories such as matching of skills with tasks, matching of staff with workload, and the appropriate ratio of staff to caseload listed in figure 33 above could be included in the productivity section of this framework. The appropriate ratio of staff to population fits best under the availability section of effects. Outputs in this framework are related to effectiveness but health status is not included. The review emphasises the need to measure indicators at both the effect and outputs levels with the process of the implementation of interventions being just as important as their results. Qualitative and quantitative indicators are regarded as of equal value however the framework does not refer to individual or team performance. Table 27 Indicators of health worker performance P a g e | 165
(Dieleman 2006) Selected key indicators for monitoring and evaluation in HRH are outlined in a recent handbook (Dal Poz 2009). Indicators are classified according to: stock and distribution labour activity productivity renewal and loss The table in Dal Poz et also handbook add important indicators relating geographical distribution, gender and age of the workforce and labour activity that is not covered in the work of the authors discussed above. Criterion based approaches to measuring HRH performance Audits are also used to assess HRH quality which involves criteria rather than indicators. Examples may be maternal deaths, provider care, or barriers to care (FCI 2002). Audit and P a g e | 166
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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
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Supportive HRH strategies and appro
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Strengthening HRH policy legislatio
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Strategies to improve Human resourc
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there are interrelationships betwee
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Table 11 Tools for managing HR in M
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Performance management Effective ma
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The Health and Family Planning Mana
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as a guide to mentoring, delegation
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eceived from outside the routine pu
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The isolated nature of much communi
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progress over time. This tool and t
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At national level, countries may ha
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evaluating and adjusting the size a
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There are a number of difficulties
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Figure 23 The Task Shifting Process
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Substitution Substitution is differ
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which was developed in 2002. This w
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al. 2008). Dual practice is another
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Figure 24 Motivational determinants
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Many of the incentives to health wo
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files suggests that more careful at
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Management autonomy at community le
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Initiative focus Details Context Re
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informal, mutual-help action groups
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Building relationships with cultura
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groups; encouraging recruitment thr
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Summary This section has identified
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encouraging midwives to proactively
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Facilitation & attendance at MOH/ N
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Page 117 and 118: Table 19 Examples of initiatives in
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Page 121 and 122: esources to provide clinical and ma
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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 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 157 and 158: Scaling up of the Navrongo service
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Page 161 and 162: Figure 37 Critical success factors
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Page 169 and 170: In order to determine the answers t
Page 171 and 172: Summary of findings This narrative
Page 173 and 174: Health worker performance is theref
Page 175 and 176: Discussion and Recommendations What
Page 177 and 178: outlines how the HRH information ba
Page 179 and 180: communities. A collaborative approa
Page 181 and 182: Table 29 Examples of HRH performanc
Page 183 and 184: Appendices Appendix 1. MDG5 Country
Page 185 and 186: World Health Statistics http://www.
Page 187 and 188: Appendix 3. Sources of all material
Page 189 and 190: Data source Keywords used in search
Page 199 and 200: Appendix 4: Barriers and Constraint
Page 201 and 202: Area Barriers & constraints in MNRH
Page 203 and 204: Area Barriers & constraints in MNRH
Page 205 and 206: Appendix 5 Literature that document
Page 207 and 208: P a g e | 206
Page 209 and 210: IMNCI PMTCT Perinatal Period Postna
Page 211 and 212: Ambegaokar, M., Lush, L. (2004). "F
Page 213 and 214: Barrett, B., J. Ladinsky, et al. (2
Page 215 and 216: 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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