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Human resources for health

Human resources for health. Mona Gupta. India !. We have : West Bengal : Arunachal Pradesh Bihar : Kerala MP: Tamil Nadu Bihar : Karnataka. KEY HRH CATEGORIES. Required Vs. In position Figures.

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Human resources for health

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  1. Human resources for health Mona Gupta

  2. India ! • We have : • West Bengal : Arunachal Pradesh • Bihar : Kerala • MP: Tamil Nadu • Bihar : Karnataka

  3. KEY HRH CATEGORIES Required Vs. In position Figures Key HRH Categories: ANM, SN, LT, MO, Specialists, Pharmacists, Radiographer, AYUSH MO, Dentist/ Dental Surgeon

  4. NSSO 71st round Analysis : % cases using public facilities

  5. HR Performance: Daily Caseload

  6. Availability of Doctors and Specialists

  7. Steps to be taken to ensure availability of HRH Improved Living and Working conditions Performance based incentives Lucrative salaries for Doctors and Specialists Fixed tenure posting Continuous professional learning Empanel private doctors Training and Post-training monitoring Creation of Specialist cadre

  8. Goal of recruitment process Reach the ‘right people with the right attitude’, who possess the right mix of skills, passion and compassion required to work in the public health sector

  9. HR Campaign • HR campaign: for attracting quality HR with the right attitude and skills, in collaboration with Ashoka University

  10. Steps to be taken to ensure availability of HRH • Apart from the various steps discussed in the previous slides, States can also focus on the following measures to encourage doctors and specialists: • Start DNB and CPS courses to supplement the pool of specialists • Reconsideration of age of retirement of doctors • MBBS doctors can be given weightage of rural and remote posting in the post graduate courses • Seek help of recruitment agencies empaneled by NHSRC in attracting, screening and finding quality candidates • Use the unprecedented flexibility in salaries for specialists available under NHM

  11. HRIS : Human Resources Information System • Can provide comprehensive real time information on the human resources for quality evidence based decision making • To make HRIS real-time: • process all the salaries and transfer-posting through the HRIS • line-listing of all human resources posted in various facilities and administrative positions should be available. • This will enable rational posting based on type of facility and work load e.g. pairing/grouping of providers : Gynaecologist, Anaesthetist, and Paediatrician for CEmONC/FRU facilities etc. • When linked with HMIS (Health Management Information System), HRIS could also provide data on productivity of HR • A few states have completed it so far; conditionality on HRIS

  12. HR Lifecycle • Orientation • Attract, Recruitment & On boarding • Engagement • Termination/ Transition • Performance Management • Training & Development • Compensation/ Rewards

  13. Performance Monitoring of Program Management • Key Indicators and Performance Benchmarks Technical Support Agency to Ministry of Health & Family Welfare

  14. HRH BOOTCAMP • A two day training program for HR Nodal officers • Practical hands-on training • Sharing of best practices from states in HRH

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