Planning

This paper evaluates the effectiveness and cost-effectiveness of alternative training strategies for increasing access to emergency obstetric care in Burkina Faso. [adapted from abstract]

This report summarizes elements of the primary health strategy and the health sector goals established by the Malawi Ministry of Health.

This presentation covers the proces of developing a regional guideline for country strategic planning, results from a situational analysis, a draft regional guideline and the next steps. [adapted from author]

This report summarizes the key problems in the health sector and their implications on human resources for health and financing of the health sector; discusses the issues on human resources for health; explores options for improving the production, deployment, retention and management of these workers; analyzes the current state of financing in the health sector; explores options for the financing of essential health services and non-EHP services; and summarizes the way forward. [adapted from introduction]

The availability and distribution of an appropriate eye care workforce are fundamental to reaching the goals of “VISION 2020: The right to sight”, the global initiative for the elimination of avoidable blindness. The objectives of the study were to determine the availability and distribution of human resources for eye care delivery in Enugu Urban, south-eastern Nigeria. [from abstract]

The Rural Allied Health Workforce Study (RAHWS) uses a cross-sectional survey instrument with high validity to provide a large scale but detailed profile of the allied health workforce in regional, rural and remote Australia. The RAHWS survey instrument has been designed to provide uniform data across a wide range of healthcare settings and will be used to explore the rural allied health workforce in rural regions in Australia during 2009 and 2010. [from abstract]

This Health Systems in Transition profile is a country-based report that provides a detailed description of a health system and of policy initiatives in progress or under development. It is a template intended to be used in a flexible way to allow authors and editors to adapt it to their particular national context. [adapted from introduction]

The health sector has prepared this 5 year strategy in for developing a 5 year strategic plan for all sectors in Sudan. The purpose of this policy document is to provide a framework for the health system reform and sustainable development. It stipulates as well the most important health priorities to be addressed during the coming five years (2007-2011). [from introduction]

This document profiles the Sudan Health System, detailing the resources it employs the and the challenges it faces.

This strategy was prepared in response to the national government initiative of developing a 25-year strategic plan for all sectors in Sudan. The purpose of this policy document is to give a framework for health systems and services development from 2003-2027. It provides a road map for identifying key priority areas and defining the context within which the health system will perform. The strategy will provide a guide for policy makers and service providers to achieve the future vision. [from introduction]

This strategic work plan for HRH in Sudan is introduced with the aim of guiding the efforts and further work in developing human resource plans at different levels of the health system in a comprehensive approach that considers all dimensions of HRH. The plan also defines the issues and priorities and suggests strategic actions to revive and improve HR policies, planning, production and management systems. [from executive summary]

The National Physician Database (NPDB) provides information on the demographic characteristics of Canadian physicians and their level of activity within the country's medical care system. It is used by governments, professional associations, consulting firms, pharmaceutical companies, researchers and the media for medical human resource planning and utilization analysis. [adapted from introduction]

International recruitment of health professionals has been high on the policy debate agenda in recent years with increasing advocacy for the development of an international code of practice, notably the current draft for a WHO global code. This paper assesses the effect of the first national code, which has been in place in England since 2001 and as such has lessons for current initiatives in other countries and globally. [from introduction]

This paper seeks to provide nurses and nursing representatives with insights into the economic rationales for investing in health, health systems and the health workforce. It aims to support interaction and advocacy between nurses and those involved in public sector resource allocation such as governments, international agencies and private investors and health administrators. [from executive summary]

Ethiopia suffers from an acute shortage of health workers at every level, and rural areas in which 85% of the population live have been particularly chronically under-served. The Ministry of Health chose to focus on community level provision, initiating the Health Extension Programme in 2004. This is outlined in the current Health Sector Development Plan, which focuses on both human resource development and the construction and rehabilitation of facilities. [adapted from introduction]

This commentary outlines strategies the authors have found successful in aligning health education and training with local health needs in ways that demonstrate socially accountable outcomes for Vancouver Island, Canada. [adapted from abstract]

Health facility assessments are being increasingly used to measure and monitor indicators of health workforce performance, but the global evidence base remains weak. The World Health Organization coordinated a series of facility-based surveys using a common approach in six countries: Chad, Cote d’Ivoire, Jamaica, Mozambique, Sri Lanka and Zimbabwe. The objectives were to inform the development and monitoring of human resources for health policy within the countries; and to test and validate the use of standardized facility-based human resources assessment tools across different contexts.

This presentation covers the state of the health workforce in Ethiopia and defines the crisis in health worker coverage including numerous charts and staistics that track the decline in the number of doctors.

The results of this survey shed light on several aspects of problems faced by reproductive health services regarding provider performance, equipment and supplies in facilities and laboratories, availability of medicine, initial staff qualification and in-service training, and supervision of health care providers. The results will serve as a guide for monitoring and evaluation of maternal and child health programs, reproductive health programs, HIV/AIDS programs, and other infectious diseases programs. [from preface]

This assessment was designed to provide detailed information on the availability and quality of facility infrastructure, resources, and management systems. Detailed information was also collected on services for child health, family planning, maternal health, antenatal care, and delivery care. Furthermore, selected infectious diseases, namely STIs and tuberculosis, were also covered under the survey. Information was collected on the capacity of health facilities to provide quality HIV/AIDS services.

Anticipating physician supply to tackle future health challenges is a crucial but complex task for policy planners. While there are number of forecasting tools available the methods, advantages and shortcomings of such tools are not straightforward and not always well appraised. This paper attempts to present a typology of existing forecasting approaches and to analyze the methodology-related issues. [adapted from abstract]

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 paper aims to increase the visibility of the issues facing the EU health workforce, to generate a clearer picture of the extent to which local and/or national health managers face the same challenges and to provide a better basis for considering what could be done at EU level to address these problems effectively, and in a manner which does not have a negative impact on health systems outside the EU. [from author]

The objective of this paper is to identify the future workforce challenges that will have a profound impact on the capacity to recruit and retain staff. In addition, issues that pertain to key staff groups for this care group will be identified. [from introduction]

This report utilizes statistical information derived from a central data source for resource planning regarding the supply, distribution and migration of physicians in Canada. [from introduction]

The objective of this report is to identify future workforce challenges that will have a profound impact on the capacity to recruit and retain staff. In addition, issues that pertain to key staff groups for this care group will be identified. [from introduction]

The objective of this paper is to identify the future workforce challenges that will have a profound impact on the capacity to recruit and retain staff. In addition, issues that pertain to key staff groups for this care group will be identified. [from introduction]

This presentation was part of the WHO-OECD Hosted Dialogue on migration and other
health workforce issues in a global economy. It discusses the cost of providing the minimum number of health workers for developing countries in terms of increasing the production of health workers, taking into account the diversity and competencies of health workers, and augmenting financial rewards and improving the working environment. [adapted from author]

This guidance note is designed for countries seeking to scale up midwifery services, especially at the community level. It outlines in detail the action required by policy-makers and program managers to effect change at country level and scale up midwifery capacity, specifically in poor and hard-to-reach areas.