Case Study on HRH Management in Thailand
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Case Study on HRH Management in Thailand. Nichakorn Sirikanokvilai Ministry of Public Health, Thailand. Major HRM Problems. Maldistribution - Doctors : The majority of doctors is in urban and big cities - Nurses : Distribution is improved, density in

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Case Study on HRH Management in Thailand

Nichakorn Sirikanokvilai

Ministry of Public Health,

Thailand


Major hrm problems
Major HRM Problems

  • Maldistribution

    - Doctors : The majority of doctors is in urban

    and big cities

    - Nurses : Distribution is improved, density in

    urban and big cities is still persistent

  • Shortage of HRH

  • Moral and productivities

  • New policy initiatives


Human resource management framework
Human Resource Management Framework

Strengthen Human Resource Management

  • Production

  • Physician

  • Dentist

  • Pharmacist

  • Nurse

  • Health Officers

  • Capacity Building

  • Long-term for specialist, PhD

  • Medium-term fellowship

  • Short-term for academic study visit

  • Administration

  • Incentive

  • Retention plan

  • One District One Doctor/One Tambon One Nurse

  • Challenges

  • Decentralization and autonomous body

  • Medical liability

  • Public-private mix

  • FTA and medical hub

  • Emerging diseases

  • Crisis management

  • AEC


Measures for manpower distribution
Measures for Manpower Distribution

1. Compulsory measure

Since1973all newly graduated doctorshave workedfor govt. servicesfor 3 years, if not, they would be fined by paying12,500 US$

Since1989 have started using measure to new dentiststo workfor govt. servicesfor 3 years, if not, they would be fined by paying 12,500 US$

Since 1989this measure have also extended to new pharmacists to workfor govt. servicesfor 2 years, if not, they would be fined by paying 7,800 US$

2.Special type for production

CPIRD , ODOD, ONOT


Measures for manpower distribution1
Measures for Manpower Distribution

3. Incentive measure

Reset allowance for health personnel who working in different areas, remote rural area and urban areain order to maintain our major categories of manpower in rural area and to ensurethat our people could access to health care facilities

4.Non incentive measure

Adjust for higher level of personnel classification

Promote for more continuation education and training

Reward


Universal coverage 2002
Universal Coverage 2002

Primary health care fund : invest more on manpower

Direct support for production of assistant dentist and physical therapist

Indirect support by support budget to hire doctor to work in PCUwhich the rate of payment between urban and rural PCU are different, hire PT to work for rehabilitation in the community

Support budget to nursing colleges to conduct training forNurse Practitioner to work onBasic Medical Care in PCU

Support budget to Regional/ General/Community Hospitals to be a place for training on Family Medicineand pay for doctors during training on FM


Development of people participation
Development of People Participation

  • In 1977 the 4 th Health Development Plan, started to develop Primary Health Care

  • In 1978 Alma Ata Declaration

  • In 1990 developed PHC assistant to be Village Health Volunteer (VHV)

  • In 2005 developed VHVs expert

  • In 2010provided 600 Baht per month to VHVs

  • Present, there are more than 1 million VHVs to work at the community level and one VHV will take care 10 households


The Strategic Plan for the Decade of National Human Resources for Health Development

in Thailand 2007-2016

Goal

HRH in the right number, right quality, equity distribution,

working with moral principles and satisfaction

Strategy 1

Mechanism to develop

policy and strategies

Strategy 2

Reorient production

and development

system

Strategy 5

Promote and empower

Thai indigenous healers

and civil society for

health care

Strategic Challenges

1. Dynamic of health needs

2. Reorient of roles and

responsibilities of human

resources for health

3. Bridge the gap between

policy and practice

Strategy 3

Reorient management

and supportive system

Strategy 4

Knowledge generation

and management

for HRH development


Strategy Resources for Health Development1 :Mechanism to develop policy and strategies

  • National Committee on HRH

  • Committee at provincial level (under development)

Strategy 2: Reorient production and development system

  • Focus onRural Recruitment , local Training and Hometown Placement for the purpose of distribution


Strategy 5 p romote and empower thai indigenous healers and civil society for health care
Strategy Resources for Health Development5 :Promote and empower Thai indigenous healers and civil society for health care

Strategic development Plan on Thai wisdom

Prepare suggestion and recommendation that related to manpower development plan on community health care, particularly for disable persons, chronic patients who stayed in beds at home


Sawasdee
Resources for Health DevelopmentSawasdee”


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