Workforce Assessment

Human Resources for Health Situation in Mozambique

This report reviews the literature, published and unpublished, available on HRH in Mozambique. It also carries out some secondary data analysis and presents data from interviews and focus group discussions with key informers and stakeholders. The study of the human resources situation in Mozambique followed a frame of reference that addressed key issues related to the context, professional policies, labour market, management of human resources, and performance and coping. [from executive summary]

Policies and Plans for Human Resources for Health: Guidelines for Countries in the WHO African Region

Experience has shown that governments have different kinds of HRH policies, strategies and plans even when they are within the overall context of national health policies and strategies. This document provides guidance on the process with proposals of content for three basic HRH documents: situation analysis, policy, and strategic plan. [from foreword]

Health Systems in Transition Country Profiles

Health Systems in Transition (HiT) profiles are country-based reports that provide a detailed description of each health care system and of reform and policy initiatives in progress or under development. [publisher’s description] Each report contains a section on human resources for health including an overview of the situation and specific health workforce statistics.

Sources of Health Workforce Statistics

This database is a collection of data sources on health workforce statistics. Data sources are classified according to standard categories and provide: A comprehensive report on the availability of data on gender, age, geographical distribution, employment status, migration, wages and working hours; Information on compatibility of data with the international standard of classification; Details on the organization responsible for the implementation of the data collection; and Links to related websites for further research of the data source. [publisher’s description]

Swaziland's Traditional Birth Attendants Survey

The Traditional Birth Attendants (TBAs) Survey in Swaziland was undertaken between March 27th 1996 and April 8th 1996. The objective of the survey was to generate reliable information regarding activities of TBAs in Swaziland. The survey was conducted in 25 Chiefdoms sampled out of a total of 206 Chiefdoms registered in Swaziland. [from abstract]

Strategic Health Workforce Projections

This report covers the work done to complete another phase of the Initiatives Inc. program of work in human resource development (HRD) in the Ministry of Health (MOH) in Jordan. The essence and purpose of this assignment was to conduct a workshop and produce as a result the first strategic projection of staff requirements and supply in the health sector as a whole, with particular emphasis on the public sector, over the period 2004 to 2014. [from introduction]

Capacity Assessment of the Health Facilities and Community Based Associations

The overall objective of this study is to evaluate the capacity as well as the performance of the health facilities (HF) and community associations (community health workers associations (CHW), traditional birth attendant associations (TBA) and associations of people living with HIV (PLWHA), operating in the Gisagara (formerly Kibilizi) District. [from summary]

Better Data, Better Decisions: a Profile of the Nursing Workforce

This data creates a profile of the nursing workforce, which is useful for projecting trends and estimating future requirements. At the corporate level, longitudinal examination over a series of years would demonstrate the relationship between the characteristics of the nursing workforce and the overall requirements for patient care. At the unit level, the data is helpful to examine human resource needs and fluctuations in the workforce characteristics.

Better Data: Better Performance: Community Health Nursing in Ontario

Understanding the supply and utilization of nurses is critical to maintaining an effective community health system. There has to be sufficient staff and a work environment that builds on the existing strengths of community health nursing to meet emerging needs. This report provides a demographic profile of community health nurses (CHNs) in Ontario and identifies enablers that support optimal practice of their competencies. [from executive summary]

Ophthalmology Human Resource Projections: Are We Heading for a Crisis in the Next 15 Years?

This manpower projection was undertaken by using the Canadian Medical Association Physician Resource Evaluation Template. This spreadsheet-based stock and flow model incorporates key parameters in estimating physician supply over the next 2 decades and enables planners to create various scenarios to test the effects on future supply. [author’s description]

Study of Health Human Resources in Nova Scotia 2003

This report provides a comprehensive picture of HRH in Nova Scotia, a snapshot of the number of people working in each health occupation and health care setting; education and training characteristics; age, gender and other demographics, and wokplace injury and illness informatio.

Black and Minority Ethnic and Internationally Recruited Nurses: Results from RCN Employment/Working Well Surveys 2005 and 2002

In order to help improve Royal College of Nursing understanding of the employment experiences of internationally recruited nurses and UK trained black and minority ethnic (BME) nurses, the RCN commissioned a secondary analysis to draw together commentary and analysis from previous surveys.

At Breaking Point: a Survey of the Wellbeing and Working Lives of Nurses in 2005

The RCN commissioned a survey of 6,000 members in 2000 to explore nurses’ wellbeing and working lives. The results subsequently helped shape RCN policy and materials for members on topics such as bullying and harassment, violence, needlestick injury and employee-friendly working practices. Five years later, the RCN has commissioned a second survey looking at a similar range of issues. This report documents the findings of that survey, and describes differences between the 2000 and 2005 survey findings. [introduction]

Global Health Facts

This tool gives data about number of physicians, nurses, community health workers, midwives, births attended by skilled health personnel and hospital beds by country in user-friendly maps and tables. Click on “Health Workforce & Capacity” to access the data sets.

State of Human Resources for Health in Zambia: Findings from the Public Expenditure Tracking and Quality of Service Delivery Survey, 2005/06

This paper reports the findings of the PET/QSDS pertaining to human resources for health in Zambia. The Public Expenditure Tracking and Quality of Service Delivery survey (PET/QSDS) was undertaken in mid-2006 to provide quantitative assessment of the state of health service delivery in the country. One component of the survey focused on the management of health personnel, including staff availability, vacancy, absenteeism, and tardiness; staff turnover; staff workload, use of time, and morale; and staff salary and benefits. [from introduction]

World Health Statistics 2007

World health statistics 2007 presents the most recent health statistics for WHO’s 193 Member States. This third edition includes a section with 10 highlights of global health statistics for the past year as well as an expanded set of 50 health statistics. [publisher’s description] The section on Health Workforce Statistics gives a breakdown of the total number and density by population for the 193 member countries.

Global Pharmacy Workforce and Migration Report: a Call for Action

This report presents global data on the distribution of pharmacists, continuing professional development systems, and migration of pharmacists. [author’s description]

Human Resources for Health Planning and Management in the Eastern Mediterranean Region: Facts, Gaps and Forward Thinking for Research and Policy

The objectives of this paper are to: lay out the facts on what we know about the HRH for EMR countries; generate and interpret evidence on the relationship between HRH and health status indicators for LMICs and middle and high income countries (MHICs) in the context of EMR; identify and analyze the information gaps and provide forward thinking by identifying priorities for research and policy. [abstract]

Human Resources for Health Retention Strategies: CHAZ Response to the Human Resource Crisis in Zambia

This presentation was given as part of the Christian Health Association’s Conference: CHAs at a Crossroad Towards Achieving Health Millennium Development Goals. It discusses church health institutions and the HR crisis, including staffing levels and attrition; the national response, and details the many efforts of the CHAZ response such as the CHAZ Health Workers’ Retention Scheme.

Rwanda Human Resources Assessment for HIV/AIDS Services Scale-Up: Summary Report

This report examines the workforce issues surrounding HIV/AIDS service delivery. At the request of the Government of Rwanda, data were collected on current health sector staffing and from 20 public and private facilities of various sizes and characteristics on the time required to provide HIV/AIDS services and the quality of those services. The report presents data relative to the numbers of clients needing different types of HIV/AIDS services, providers’ degree of compliance with service delivery standards, and the time it takes to provide services.

Human Resources Development Review 2003: Education, Employment and Skills in South Africa: Chapter 23 - Medical Practioners and Nurses

This chapter aims to determine the current demand for medical practitioners and nurses in South Africa by looking at the number of positions that are filled and the number that are currently vacant. It attempts to determine the number of medical practitioners and nursing positions that will be required until 2011, establishes the expected output from higher education over the next ten years, and determines the gap between supply and demand of health professionals. [adapted from introduction]

Critical Challenges for Human Resources for Health: a Regional View

This text presents the context and background, the methodology and some of the main results of the regional consultation on the critical challenges for human resources in health in the Americas. This consultation hopefully documents how the countries in the Americas are facing the main challenges to the development of the health workforce. The main results and suggestions by the actors consulted with regard to the role of international cooperation in the countries of the Region are presented, so that the countries and international agencies can better formulate common strategies of development and strengthening of the work force in health.

Building the Future: an Integrated Strategy for Nursing Human Resources in Canada: Phase II Final Report

This report marks the culmination of the Nursing Sector Study. The five year study consisted of two phases, and examined the nursing workforce for all three regulated nursing professions in Canada. Phase I, which concluded in December 2004, examined the state of nursing human resources in Canada. The objective of Phase II was to develop a pan-Canadian nursing human resource (HR) strategy in consultation with government and non-government stakeholders that built on the findings and recommendations presented at the completion of Phase I. [from executive summary]

Nursing Workforce Profile

This yearly profile is a summary of statistics about the nursing workforce in Canada, Denmark, Germany, Iceland, Ireland, Japan, New Zealand, Norway, Sweden, UK and USA.

Findings of the Egyptian Health Care Provider Survey

This report presents results from the Egypt Health Care Providers Surveys, the objectives of which were to: provide a comprehensive picture of all sources of health care services; provide policy relevant data on critical issues for health sector reform; and create a database on health care providers for use by the Ministry of Health and Population in developing policy reform proposals. Five separate surveys were conducted on health care institutions, private clinics, pharmacies, dayas (traditional birth attendants), and other practitioners. The sample of 10,048 providers was developed from a complete enumeration of all health care providers in sampling areas and data from the 1986 national census.

Health Systems Assessment Approach: a How-To Manual

The Assessment Approach is designed to provide a rapid yet comprehensive assessment of key health systems functions and related resources. The approach is organized around technical modules which guide data collection, and cover the following areas: stewardship, health financing, service delivery, human resources, pharmaceuticals, and ealth information systems. [publisher’s description]

Situation Assessment of Human Resources in the Public Health Sector in Nigeria

Nigeria has one of the largest stocks of human resources for health (HRH) in Africa. However, great disparities in health status and access to health care exist among the six geo-political zones, and between rural and urban areas. This assessment measures the size, skills mix, distribution, and growth rate of HRH in the public health sector in Nigeria. The assessment also quantifies the increase in HRH requirements in the public health sector necessary for reaching key PEPFAR targets and the health Millennium Development Goals. The findings are based on a survey conducted in April-May 2006 in 290 public health facilities representing all levels of care (primary, secondary, and tertiary).

Assessment of the Health System in Nepal with a Special Focus on Immunization

In an effort to improve the health gain that might be achieved from allocated resources, a sector wide framework has been developed for planning, choosing priorities, and committing funds in accordance with agreed priorities. [from summary]

Western Pacific Country Health Information Profiles

The 2009 edition of CHIPS comprises the country profiles and the health databanks for each country and area of the WHO Western Pacific Region. It contains crude data that are supplied either by the health ministries/departments or compiled from national databases and reference libraries. Estimates and adjusted data from various published sources are also used. Every effort is made to update the figures and analyses in CHIPS annually in response to ever-growing demands for current data and information. Clearance by the respective governments is also sought prior to publication.

Rwanda Human Resources Assessment for HIV/AIDS Services Scale-up

These reports review Rwanda’s healthcare staffing, documents practices and levels of effort in providing HIV/AIDS services, and calculates staffing needs for scale-up. It also discusses such issues as training, management, supervision, job satisfaction, and staff motivation and incentives. [publisher’s description]