Latest Resources

The UK healthcare system's ability to cope during an influenza pandemic will largely depend on the number of healthcare workers (HCWs) who are able and willing to work through the crisis. This paper includes the results of a qualitative study exploring the views of UK HCWs on working during an influenza pandemic in order to identify factors that might influence their willingness and ability to work. [from abstract]

This article measured the productivity of cataract surgeons in Africa and assesses the factors that predict high productivity among surgeons in general. [adapted from abstract]

This paper serves as background documentation for the first expert meeting for developing the evidence-based recommendations for increasing access to health workers in remote and rural areas through improved retention, to be held in Geneva on 2-4 February 2009. It is intended to provide an overview of the issues, challenges and potential solutions to the problem of inequitable access to health workers in remote and rural areas. [from introduction}

Our study aimed to explore a neglected but crucial aspect of human resources for health in Africa: the provision of a work environment that will promote motivation and performance of mid-level providers. This paper explores the work environment of mid-level providers in Malawi, and contributes to the validation of an instrument to measure the work environment of mid-level providers in low income countries. [from abstract]

Work satisfaction of nurses is important, as there is sufficient empirical evidence to show that it tends to affect individual, organizational and greater health and social outcomes. This paper presents a national study that compares and contrasts satisfaction levels of nurses in both public and private sectors. [from abstract]

This presentation outlines the work on retention, incentives and positive practice environments as it relates to the Kampala Declaration.

This presentation discusses an ineffective incentives effort to retain rural health workers and suggestions for more useful interventions.

This presentation outlines the main issues surrounding the health workforce in Romania and describes the effects of primary health care reforms.

This presentation outlines the strengths and weaknesses of the DCE, an increasingly popular methodology for eliciting health worker preferences regarding rural jobs. [adapted from author]

This presentation reviews the current state of health worker retention in rural areas, discusses interventions aimed at addressing the problem and describes the challenges and directions for solving it.

This presentation outlines the World Health Organization’s (WHO) efforts to scale up health care delivery in rural areas through health care worker retention programs.

This document details the specific hiring criteria for allied health staff as established by the Health Services division of the Ghana Ministry of Health. Primary areas of interest to HRH facilitators include positions in the fields of optometry, dentistry, oral health and laboratory staff.

This document details the specific hiring criteria for allied health staff as established by the Health Services division of the Ghana Ministry of Health. Primary areas of interest to HRH facilitators include positions in the fields of physiotherapy, occupational therapy and disease control.

This document details the specific hiring criteria for administrative and support staff as established by the Health Services division of the Ghana Ministry of Health.

This paper discusses the pros and cons of health worker migration, describing management methods that are beneficial for both sending and receiving countries. [adapted from abstract]

This article describes issues raised by the deployment of civil servants through the public-private partnership for health to work in private-not-for-profit health facilities in Kibaale region of Uganda. [adapted from abstract]

This article describes the issues facing Uganda’s health system and presents arguments for and against instituting a performance-based pay system.

This document details the specific hiring criteria for directors as established by the Health Services division of the Ghana Ministry of Health.

This document details the specific hiring criteria for clinical, nursing & midwifery and pharmacy staff as established by the Health Services division of the Ghana Ministry of Health.

This document details the specific hiring criteria for blood donor organizers as established by the Health Services division of the Ghana Ministry of Health.

This report presents five-year workforce trends across Canada, across regulated nursing professions and across a variety of demographic, education, mobility and employment characteristics, in order to inform health human resource planning. [from executive summary]

The Pharmacist Database is a primary source of data on the size of the pharmacist workforce in Canada and contains information that is key to effective human resource planning in the health care sector. This report contains information on the supply, demographics, geographic distribution, education and employment of pharmacists in Canada. [adapted from introduction]

This document presents a checklist of key characteristics of quality workplaces for health care professionals. It is intended for use by employers, professional organizations, regulatory bodies, government agencies as well as health sector professionals. It is designed as a reference tool to enable these groups to assess the quality of their practice environment, identify any deficiencies and develop strategies to address priority gaps. [adapted from introduction]

This report is a follow-up to the G8 Hokkaido Toyako Summit held in Japan in July, 2008. It was prepared by government officials in health and foreign policy from the G8 countries, with leadership from Japan, and covered a number of critical issues in global health. The report reflected growing policy attention to health system strengthening by Japan and the global health community more broadly. [from introduction]

The chapter containing on "Opportunities for Overcoming the Health Workforce Crisis" begins on page 27.

Ethiopia’s poor health status is due primarily to communicable diseases, poor nutrition, and lack of access to health services in general and for most of the rural, nomadic pastoralist and fringe areas in particular. In response, the government has launched a Health Extension Program for which training of Health Extension Workers has been started. This study assesses the first year’s training program in terms of its inputs, processes and output. [from abstract]