1 / 11

Retention, Motivation and Management of Health workers

Retention, Motivation and Management of Health workers. Nuha Ibrahim Centre for Global Health- Trinity College Dublin Irish Forum for Global Health Symposium on the Health Workforce School of Nursing, Dublin City University 20 th October 2011. Abstracts : (No 12, Page 60-78 ).

dolan
Download Presentation

Retention, Motivation and Management of Health workers

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. Retention, Motivation and Management of Health workers Nuha Ibrahim Centre for Global Health- Trinity College Dublin Irish Forum for Global Health Symposium on the Health WorkforceSchool of Nursing, Dublin City University20th October 2011

  2. Abstracts: (No 12, Page 60-78) Subtheme1: Management of HWs • Support, Train and Empower Manager (STEM Project) Page 60 • Leadership and Organisational Justice: Propositions for Strengthening Human Resources for Health in Sub- Sahara Africa Page 64 • The Motivation Project Page 6 • A Systematic Review of Pay & Performance in the Public Sector in Low-Income Countries Page 61 • ADDUP – Are Development Discrepancies Undermining Performance Page61 • A Systematic Review of Pay & Performance in the Public Sector in Low-Income Countries Page61 • Task sharing by district health workers in Zambia Page76 • The Power and Potential of Mid-level Providers: Health Systems Strengthening for Equity (HSSE) Page 66 • What are the factors that will optimise and support mid-level provider performance?: The Power and Potential of Mid-level Providers (HSSE) Page69 • What is the existing use of mid-level providers for maternal and newborn health care? and What is the professional practice of mid-level providers?: The Power and Potential of Mid-level Providers – HSSE Page72 • Making district and facility health information systems (HIS) for human resources for health work for decision makers: a case-study from Zambia Page 78 • Health workforce responses to global health initiatives funding: a comparison of Malawi and Zambia Page74 Subtheme 2: Motivation of HWs Subtheme 3: Task Sharing & Mid-Level Providers Subtheme 4: Human resources Information System

  3. Subtheme1: Management of HWs • Human Resources for Health Management has a great impact on the performance of the health system • Managing People, Resources, Education, training, supervision, career development, work environment • The two projects are undergoing. They will bring better understanding of the management issues in the low and middle income countries for an evidence- based policy

  4. Leadership ?Transactional leadership Transformational leadership Servant leadershipThe impact of the three models of management on: Organisational justice, turnover intention and public service motivation

  5. “Bottom up approach toward a healthier work environment”

  6. Subtheme 2: Motivation of HWs • The availability of qualified and motivated HWs is crucial to improve the quality of the health services. • What Motivate the HWs: -Financial incentives -Career Development -Continuing Education -Hospital Infrastructure -Availability of resources -Recognition and appreciation -Management issues

  7. Training Opportunities (Powerful motivational incentive) • Financial incentives (might have a negative consequences) • They are less motivated to work in the rural areas !! The main incentives

  8. Subtheme 3: Task Sharing & Mid-Level Providers • “Task shifting is the name given to a process of delegation whereby tasks are moved, where appropriate, to less specialized health workers” WHO 2008 • Mid-level health providers (MLP) are “ health workers trained at a higher education institution for at least a total of 2-3 years, and authorized and regulated to work autonomously to diagnose, manage and treat illness, disease and impairments, as well as engage in preventive and promote care”.

  9. The benefits: Using resources more efficiently- They are less likely to migrate- increase the Capacity of the health services • (Maternal and New-born Health care i.e. In Mozambique they providing EmOC including obstetric surgery). • Factors to optimise the mid level providers: • Training, Supportive supervision, Clear career pathway and professional representation mechanism for MLPs • Recommendation: Regulation, Increase recognition for the MLP, HR Information System

  10. Subtheme 4: Human resources Information System • A system for collecting, processing, managing and disseminating data and information on human resource for health (HRH). • The Need and the Challenge Resources: Legislative, personnel, financial, logistical, ICT. Indicators and Targets Data sources: Population based / institution based, hospitals and NGOS Data management: Collection, storage,… Information products: “Translation” of the Data To turn data into relevant information. Dissemination

  11. How can we retain HWs ? • How are we going to improve the quality of care with the “available staff”? • What are the best way to manage the Task Sharing ?

More Related