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This presentation was given at the First Forum on Human Resources for Health in Kampala. It gives definitions and frameworks, core competencies needed, examples of good practice, observations and future directions. [adapted from author]

This presentation was given at the First Forum on Human Resources for Health in Kampala. It discusses the need for scaled-up management and leadership training to equip healthcare professionals with the skills, experience and knowledge to manage health programs effectively and how private sector approaches to this challege offer a strategic resource to improve the management and output of health systems. [adapted from author]

This presentation was given at the First Forum on Human Resources for Health in Kampala. It outlines the internal and external environmental issues for district medical officers and describes what these officers need in terms of support.

This presentation was given at the First Forum on Human Resources for Health in Kampala. It talks about good health governance, presents a model and discusses the pupose and challenges of achieving accountability in governance.

This presentation was given at the First Forum on Human Resources for Health in Kampala. It discusses the impact of human resource management on health and details a work climate assessment from Kenya.

This presentation was given at the First Forum on Human Resources for Health in Kampala. It discusses the key features of the Problem-Based Learning/Community-Based Education and Service innovations to the health curricula at Makerere University, why they implemented these improvements and the benefits they have seen from the program.

This presentation was given at the First Forum on Human Resources for Health in Kampala. It discusses training Clinical Officers, a cadre of mid-level health professionals, as a method of filling the health worker gap in a post-conflict area.

This presentation was given at the First Forum on Human Resources for Health in Kampala. It introduces the reasons behind the formation of the Task Force for Scaling up Education and Training of Health Workers and what it will accomplish.

This presentation was given at the First Forum on Human Resources for Health in Kampala. It discusses educational strategies for training health workers to scale up service delivery in Brazil.

This statement outlines guiding principles to ensure task shifting is effective.

This article discusses the challenges related to preventing the out-migration of health care workers from the developing world. Experimental policies and best practices are outlined. The authors call for new policies to be created to encourage health workers to remain at home.

This article describes the work of the Task Force for Scaling Up Education and Training for Health Workers, which was established to create to create practical proposals for a massive increase in the education and training of health workers, as part of a systematic effort to build up health systems in developing countries. [adapted from author]

The main aim of the study was to estimate how much clinician-time that malaria exacts on Malawi’s Ministry of Health resources. It estimates the proportion of finances that anti-malarial medications exact on the country’s health budget and determines whether the Malawi public health sector had adequate human resources to provide treatment. [adapted from author]

The general aim of this paper is to add to the limited research on family caregivers, and specifically to enable a better understanding of the actual experience of providing care for ill adults within the home in the context of HIV/AIDS, using qualitative research findings from a KwaZulu-Natal study. [from author]

This study focused on the positive traits and strategies exhibited by high-performing facilities to determine how to improve performance at average and low-performing sites. [from author]

This publication provides information on the medical dialogue, a method formulated to address the recommendation for collaboration between biomedical practitioners and traditional healers and the integration of traditional medicine into public health care to respond to AIDS. [adapted from author]

In an initiative to collate experiences on management development in low resource settings, WHO carried out case studies to explore management development approaches and how these impacted managerial and service delivery performance. [adapted from author]

This article examines one new element of non-government provision in Tanzania: small-scale independent midwifery practices. Because of their location and emphasis on personalized care, small-scale independent practices run by retired midwives could potentially increase rates of skilled attendance at delivery at peripheral level. [from author]

Liverpool Associates in Tropical Health has been teaching, researching and consulting in HRH throughout the changing global and country contexts for almost two decades. This overview paper highlights the changes that we have observed over time, in both the attention paid to workforce issues and the types of activities that we have seen. [from author]

The purpose of this document is to provide a process, methodology and tools for assessing government human resource capacity to lead and manage an effective implementation of the NPA.

In rural areas across Australia the recruitment and retention of adequate numbers of medical specialists, including psychiatrists, has been a long outstanding problem. Latrobe Regional Hospital reached a major crisis in 1994, with only one psychiatrist and a large number of vacancies. This led to a focus on the recruitment and retention of psychiatrists in order to improve this essential element of the workforce. [from abstract]

Rural healthcare provision is limited in many areas because of workforce recruitment and retention issues. Pharmacists and social workers are examples of allied health professionals who play vital roles in the provision of rural health care. Personal factors including an individual’s fit with a local community and their professional role were explored to determine the way they affect access to rural health care. [from abstract]

Strategic planning helps an organization make fundamental decisions about its human resources by taking a long-range view of what it hopes to achieve and, in broad terms, how. [author’s description]

Positive practice environments are settings that support excellence and decent work. In particular, they strive to ensure the health, safety and personal well-being of staff, support quality patient care and improve the motivation, productivity and performance of individuals and organisations. [from author]

The Capacity Project is applying an integrated strategy to strengthen family planning (FP) and reproductive health. The project is helping the Ministry of Health develop the capacity of the clinical workforce to provide a full range of FP methods and services at 13 hospitals and 146 health centers. [adapted from author]

This document asks how leadership contributes to measurable changes in organizational performance and how to evaluate the outcomes of leadership development programs in developing countries.

In order to gain an understanding of the total health workforce in Swaziland, The Capacity Project worked with senior leaders of the Ministry of Health and Social Welfare to develop a program to strengthen the country’s human resources information systems. [from author]

This brief provides a list of facility-based data collection tools that have been developed by the World Health Organization and other partners. The resources can be used to meet a wide range of specific information needs on human resources in health systems. [adapted from summary]

This database can be used to produce tables of health indicator data according to year, country within the Americas, and indicator type. Human Resources for Health indicators are included in the “Resources, services, and coverage” section. The available data is from 1995-2007.

This study explores the views of nursing students in Uganda to assess their views on professional practice options and their intentions to migrate to wealthier countries. The surveys show that most students would like to work outside of Uganda. The authors conclude that nursing schools may want to recruit students desiring work in rural areas or public practice to lead to a more stable workforce in Uganda. [adapted from author]