gender differential paper IJCRB

ijcrb.webs.com
JUNE 2011
INTERDISCIPLINARY JOURNAL OF CONTEMPORARY RESEARCH IN BUSINESS VOL 3, NO 2
5. CONCLUSION
From the foregoing it can be seen that human resource development in Nigeria required several
actors other than those in the health sector, working together towards a common purpose. But
most importantly, it requires the cooperation between Federal and State Ministries of health and
other health care providers, universities, other educational institutions, and professional
associations.
In addition, the new landscape of health care provision require more from health professionals
other than acquiring new skills or working in multi-disciplinary teams. It also demands new
attitudes, finding creative ways whereby health professionals can engage in effective
partnerships with both patients and organizations that purchase health care on their behalf.
Finally, human resource development executes these functions in a coherent manner. It requires
a good understanding of the numerous and complex issues as identified above. It also requires
the capacity to incorporate coordination mechanisms in the policy-making process. This is
essential in order to avoid nullifying the benefits of one policy by the negative effects of another.
However, in order to undertake this human resource development function properly and
effectively a national strategy for the development of human resources for health needs to be
developed and adapted at the State and LGA levels. This should be linked to a comprehensive
National health strategic development plan (NHSDP) with well defined targets. As much as
possible the plan should encompass those of the states and local government areas.
6. RECOMMENDATIONS: Strategies for Addressing HRH Challenges
The following is an outline of some ideas for strategies to help tackle HRH challenges in Nigeria
on the basis of the findings of this review.
1. Shortage of Health Manpower; This can be dealt with by increasing the availability of staff.
Some strategies that can be used include:
i. It should be reminded that the numbers of health workers matters a lot. States having
less than the sub-Saharan average of 15 doctors per 100,000 populations (24 out of
the 36 states or the 2/3) should develop a recruitment plan to address the critical
shortages of doctors hampering service delivery in their respective states.
ii.
Given the critical role played by nurses and midwives in the provision of health care
to people, states facing acute shortages of these cadres should invest in expanding
gradually its workforce to reach at least the sub-Saharan average density of 75 nurses
for 100,000 populations or 1 nurse for every 1,333 people.
iii. Raising the productivity levels of existing staff. This can be achieved by reducing
absenteeism, introducing incentives to better motivate staff, reviewing how tasks are
divided and organized and using more efficient technology.
iv. Reviewing employment regulations. This would involve incorporating elements such
as raising retirement age, introducing flexible employment (contracts, part-time), and
mechanisms for re-entry for people who left the sector temporarily.
v. Creation of new cadres. The Nursing and Midwifery Council of Nigeria should
approve the training of community midwives to meet the demand for trained
assistance at birth. Another cadre worth considering are surgical technicians to assist
doctors in operating theatres in order to increase access to emergency obstetric care.
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