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Health Workforce in SEAR Countries

Health Workforce in SEAR Countries. The First Conference of the Asia-Pacific Action Alliance on Human Resources for Health (AAAH) 28-31 October 2006, Thailand Dr Myint Htwe WHO/SEARO. Resolution WHA57.19 (2004): ‘Challenge posed by the international migration of health personnel’

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Health Workforce in SEAR Countries

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  1. Health Workforce in SEAR Countries The First Conference of the Asia-Pacific Action Alliance on Human Resources for Health (AAAH) 28-31 October 2006, Thailand Dr Myint Htwe WHO/SEARO

  2. Resolution WHA57.19 (2004): ‘Challenge posed by the international migration of health personnel’ • Resolution WHA59.23 (2006): ‘Rapid scaling up of health workforce production’ • Resolution WHA59.27 (2006): ‘Strengthening nursing and midwifery’ • World Health report 2006: ‘Working together for Health’highlights importance of health workforce • WHO launched Global Health Workforce Alliance (2006) WHO’s Response

  3. SEARO’s Response (2006) • “Dhaka Declaration”, August 2006 • SEA/RC59/R6: “Strengthening the Health workforce in South-East Asia” • SEA/RC59 endorsed “SEA Regional Strategic Plan for Human Resource Development”

  4. Dhaka Declaration aimed at… • Developing national policies and regulations • Developing and implementing national HRH strategic plans • Increasing training capacity • Strengthening HR P&M capacity • Involving global and regional networks • Mobilizing adequate resources

  5. Regional Strategic Plan for Human Resource Development Goal: • A health workforce responsive to the health needs of the population Vision: • Achieving optimum health outcomes through effective health services… balanced distribution of sufficient, competent & highly motivated health workforce Mission: • Strengthen capacity in planning, training, developing and managing HR to meet the increasing health demands

  6. Guiding Principles • Decision-making based on sound evidence • Aiming equitable distribution for HR • Targeting poor and unreached • Considering socio-cultural, political and economic context • Minimising gender imbalances • Creating healthy work environment

  7. Strengthening data collection, analysis, interpretation and utilization • Policy development, regulation and legislation • Scaling up HR production • Knowledge generation and management • Capacity building on HRH management • Regional partnership building • Quality assurance in training • Increasing investment Strategies

  8. Way Forward.. • Finalizing Regional Strategic Plan for HR Development with country consultation in December 2006

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