By World Health Organization
In lots of international locations, scarcity and maldistribution of proficient medical examiners is among the most vital constraints to strengthening the supply of basic and different well-being prone, together with healing, promotional, preventive and rehabilitative prone. while, many nations at the moment lack the technical skill to safely display screen their very own health and wellbeing team: facts are frequently unreliable and out-of-date; universal definitions and confirmed analytical instruments are absent; talents and adventure for assessing the most important coverage concerns are missing. This instruction manual goals to reinforce that technical skill. It deals future health managers, researchers and coverage makers a accomplished and traditional reference for tracking and comparing human assets for well-being. It brings jointly an analytical framework with approach concepts for making improvements to the healthiness staff details and proof base in addition to kingdom reports to spotlight techniques that experience labored. This book complements figuring out of human assets for health and wellbeing and contributes to the turning out to be physique of instruments and utilized learn designed to handle the problem of measuring and enhancing wellbeing and fitness team results, strengthening overall healthiness platforms and, finally, bettering inhabitants overall healthiness.
Read or Download Handbook on Monitoring and Evaluation of Human Resources for Health: With Special Applications for Low- and Middle-income Countries PDF
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Additional resources for Handbook on Monitoring and Evaluation of Human Resources for Health: With Special Applications for Low- and Middle-income Countries
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G. teaching, research) tVariable quality of data across countries and over time Civil service payroll registries tProvides information on public sector employees (headcounts and full-time equivalents) tData are usually accurately and routinely updated (given strong government financial incentive for quality information, which can also be validated through periodic personnel audits) tData can sometimes be disaggregated by age, sex, place of work, job title and pay grade tExcludes those who work exclusively in the private sector (unless they receive government compensation) tDepending on the nature of the registry, may double-count staff with dual employment or exclude locally hired staff not on the central payroll tMany countries have persistent problems eliminating ghost workersa and payments to staff who are no longer active Registries of professional regulatory bodies tProvides headcounts of all registered health professionals tData are routinely updated for entries to the national health labour market tData can typically be disaggregated by age, sex and sometimes place of work tDepending on the characteristics of the registry, it may be possible to track career progression and exit of health workers tVariable coverage and quality of data across countries and over time, depending on the characteristics and capacities of the regulatory authorities tUsually limited to highly skilled health professionals a.
African Census Analysis Project. edu, accessed 20 January 2009). 23. lisproject. org/, accessed 11 January 2009). 1 Introduction Human resources for health (HRH) have long been recognized as “the cornerstone of the [health] sector to produce, deliver, and manage services” (1). Assessments of HRH are required for various purposes, notably for planning, implementing, monitoring and evaluating health sector strategies, programmes and interventions. The importance of sound empirical evidence for informed policy decision-making and monitoring of progress in strengthening health workforce development and management is widely recognized.
All countries collect at least some data on their population, mainly through periodic demographic censuses and household sample surveys that produce statistical information about people, their homes, their socioeconomic conditions and other characteristics. Most censuses and labour force surveys ask for the occupation of the respondent (and other adult household members) along with other demographic characteristics, including age, sex and educational attainment. Labour force surveys generally delve into greater details on, for example, place of work, industrial sector, remuneration, time worked and secondary employment (6).
