EFFECT OF HUMAN RESOURCES CONSTRAINTS ON THE PROVISION OF HEALTHCARE/SYSTEM

1. EFFECT OF HUMAN RESOURCES CONSTRAINTS ON THE PROVISION OF HEALTHCARE/SYSTEM NAMAF 8TH ANNUAL CONFERENCE “DRIVERS OF HEALTHCARE COSTS: ALTERNATIVE PERSPECTIVES 21 to 23 September 2014 Hilton hotel Windhoek

2. Agenda An Introduction to Health Systems Resources The Three areas of Health Systems Resources Physical Capital Consumables Human Resources Management of Resources Health Systems Resources and Global Health

3. An Introduction to Health Systems Resources

4. An Introduction toHealth Systems Resources • Training of People • Human Resources • Capital Expenses • Investments in Buildings & Equipment • Physical Capital • Total Financial Resources • Patient Care • “Outcomes” • Labour Costs • Operational Expenses • Maintenance • Other expenses • Consumables

5. What is a “Good” Healthcare System? A good health system delivers quality services to all people, when and where they need them.

6. What are Health Systems Resources? Health systems resources are the means that are available to a healthcare system for delivering services to the population.

7. Why are Health Systems Resources Important? To be effective and efficient, health system resources must be sufficient and appropriately utilized and managed.

8. What are the different types of Health Systems Resources? • Healthcare systems resources can be divided into three areas: • Physical capital • Consumables • Human resources • These areas will be explored further now

9. health system resources Health system resources can be further broken down into the following three areas: • Physical Capital • Consumables • Human Resources

10. Physical Capital Red Cross Children’s Hospital

11. Physical Capital • Physical capital is composed of non-human healthcare infrastructure, such as hospitals and medical equipment. • Hospitals and clinics • Ambulances • Furnishings, such as, beds and operating tables • Infrastructure must both be purchased and maintained • New physical capital results in high immediate costs plus continued funding for maintenance, equipment, and trained personnel.

12. Consumables

13. Consumables • Consumables are disposable resources that are used regularly in the delivery of healthcare. • Gloves • Pharmaceuticals • Syringes, sutures, etc. • Consumables (particularly medications) make up a significant percentage of expenditures in the day-to-day operation of a functioning healthcare system.

14. Human Resources

15. Human Resources Definition of Human Resources Healthcare human resources refers to trained personnel “responsible for public and individual health interventions.” • Doctors (GP’s, Specialists etc) • Nurses (Community, ICU etc) • Allied Healthcare Professionals • Pharmacists • Interns and students

16. Healthcare Personnel • In many low-resource settings(Namibia SA and region), healthcare personnel shortages occur mainly with doctors, and often with nurses. • Allied Healthcare Professionals are healthcare workers outside of dentistry, medicine and nursing. Examples include: • Physical and occupational therapists • Physician assistants • Technicians in many specialized areas

17. Healthcare Personnel • A common healthcare professional in Developing countries is the Community Health Worker. The CHW is a lay person trained in basic health education, preventative care, and simple medication treatment regimes. • For example, educate patients how to take ARV’s antiretroviral and check patientsin the community to ensure they are properly taking medications. • Need more CHW with NCD’s and the BOD’s

18. Summary • Physical capital: non-human healthcare infrastructure. • Consumables: disposable resources that are regularly used in the delivery of healthcare. • Issues with pharmaceuticals and essential medicines. • Human resources: trained personnel responsible for health interventions. • In Developing countries, training allied healthcare professionals and community health workers may decrease the workload of strained doctors and nurses

19. Management of Resources

20. Goals of Appropriate Management • The goal of resource management is to optimally invest in each area to avoid a mismatch of resources. • A healthcare system will be the most effective when all areas are appropriately balanced.

21. Example of Mismanagement • An imbalance between the availability of surgeons, operating rooms, and the necessary tools of surgery (i.e. drapes, drugs, instruments and gloves/ access to electricity) will impact surgical productivity.

22. How do we manage Resources? Systems try to optimize resources by: • Accurately projecting the demand for resources • Designing systems which effectively match the demand of resources with the supply • Complications is that Public and Private sectors have different focuses and requirements.

23. Management of Human Resources • Most difficult by far is the management of human resources, often abbreviated by HRH (human resources for health). • A functional workforce requires a sufficient number of appropriately trained workers in a variety of different roles. • The management of human resources must take into account the training, retention, supply, distribution, and utilization of personnel. • Remember the Public/Private mix challenges

24. HRH Projections and Planning • Workforce projections arenecessary to “determine themost appropriate balance inthe mix, distribution and numberof health workers.” (Both Privateand Private sector) • Based on baseline statistics, trends, policies, and other variables, projections can be made of the health workers required to meet the likely… • health care needs of the population (Public/Private) • demand for services by the population (Public/Private)

25. The Number of Health Care Workers • Accurate projection of a society’s future needs is imperative to maintaining an effective and efficient healthcare system • After projecting the required number of health workers, the input and output variables must be considered to ensure that the future workforce is sufficient to meet the future needs of the population – Public and Private sectors – They have different needs

26. The Number of Health Care Workers The total number of workers available is dictated by the: • New additions (inflow) • Annual new graduates • Immigration • Active Supply • Annual losses (outflow) • Retirement (outflow) • Emigration (outflow) • Death (outflow) Inflow Active Supply Outflow

27. Health Systems Resources and Global Health - impact on HRM

28. Health System Driving Forces • Health System Variables: • Financing • Technology • Consumer Demand • Health Needs of Population: • Demographics • Disease Burden • Epidemics • Health System • Environment • Labour and Education • Political Climate • Globalization • Driving Forces The health system is influenced by various driving forces. These forces influence the workforce and may result in various challenges.

29. Health System Challenges • Distribution: Internal (urban vs. rural) • International • Migrations • Skill Mix: • Balance skills of healthcare personnel • In Public/Private sectors • Working Conditions: • Compensation • Non-financial • Incentives • Workplace Safety • Workforce • Challenges The health system is challenged by various factors. These challenges may inevitably decrease the quality of patient care, particularly in low-income countries where resources are less prevalent.

30. Personnel Training • Adequate training is essential for effective healthcare • Training methods used can affect the number and quality of workers available. • Adequate training and professional development opportunities may decrease healthcare worker migration, especially if workers are trained nationally in local health issues.

31. Challenges in Developing countries • Management of Capital Investments • Affordability and Quality of Pharmaceuticals • Retention of Personnel (Brain Drain) • Personnel Production and Distribution

32. Retention of Personnel (Brain Drain) • It can be difficult for Developing countriesto retain personnel. This concept is known as brain drain. • Brain drain is the recruitment of healthcare workers from onegeographical region (often Developing countries) to another(Developed), thus further destabilizing an often overwhelmed healthcare system.

33. What causes “brain drain”? Brain drain is influenced by many factors • “Push” factors • Poor working and living conditions, lack of support/supplies, limited potential for advancement and professional development, low salaries, physical insecurity • “Pull” factors • Higher salaries, more opportunities for advancement, better working and living conditions, greater security, recruiting bonuses, better education for children

34. Strategies to halt Brain Drain Strategies now in use attempt to address both the “push” and “pull” factors • Internal policy changes (increase supply, improve working conditions, continuing education and other incentives, improved utilization of skills/staff, incentives to encourage return). • External policy changes, such as inter-country agreements. The WHO has developed Global Code of Practice on the International Recruitment of Health Personnel.

35. History of HRH Production and Distribution • Many Developing countriesface challenges with healthcare personnel production and distribution. Examples of inequitable distribution: • Concentration of personnel, especially doctors, in urban centers. • Inappropriate skill mix for the prevailing health problems. • Too many specialists, too few GP’s/generalists. • Private versus Public • Training institutions based almost entirely in urban centers.

36. A Case Study: Thailand • History of inequitable healthcarepersonnel distribution in Thailand: • External brain drain (1960-1975): high demand for doctors in the United States influenced 1500 Thai doctors to emigrate. • Compulsory rural contracts: medical graduates were required to work for 3 years in rural public service. • Internal brain drain (1988-1997): rapid growth in the private healthcare sector caused many doctors to leave rural public hospitals for private hospitals.

37. A Case Study: Thailand • Strategies employed by government to combatmal-distribution: • Development of rural health infrastructure: ceasedurban hospital expansions and shifted funds to ruralhealth development. • Educational strategies: implemented medical placements in rural students’ hometowns to encourage returning after graduation. • Education reform: redesigned curriculum and placed emphasis on clinical competence, primary healthcare, and community medicine. (Health needs of total population) • Specialty training: introduced specialty training to reduce number of Thai doctors emigrating for specialty training.

38. Summary • There is a smaller margin of error in Developing countries. • In a high-resource setting (Developed Countries), mismanagement of resources may result in waste and inefficiency whilein a low-resource setting/ Developing countries mismanagement exacerbates the shortage that already exists • Low-resource settings/ Developing countriesmay struggle more with production and distribution of healthcare personnel than high-resource settings/ Developed countries.

39. Summary of THE PROBLEM Access to quality health care is severely constrained for millions of people by deficits in the health workforce, including: • Too few health workers • Poor distribution of the health workforce • Mismatches between health needs and the composition of the health workforce • Insufficient skills tied to inadequate education and training capacity • Low retention and productivity • Weak human resources management systems.

40. So how do we fix this PRO-ACTIVELY? • Improve leadership and HR strategy • Enhancing HR policy and planning, including HR management and information systems • Improving health workforce development, including pre-service education, in-service training, and continuing professional development • Strengthening support to health workers to improve retention and productivity – use technology to assist. • Generating and disseminating knowledge to promote use of evidence-based HR approaches.

41. Thank you.questions? len@ldanamibia.com len@lda.co.za www.ldanamibia.com www.lda.co.za Cell: +264 81 832 7229 +27 82 468 5564 Office: +27 21 975 5409