`. HUMAN RESOURCES FOR HEALTH AND THE GLOBAL HEALTH WORK FORCE ALLIANCE RONNIE GRAHAM, DIRECTOR, HUMAN RESOURCES FOR HEALTH, SIGHTSAVERS. 1. THE GLOBAL CRISIS.
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HUMAN RESOURCES FOR HEALTH
GLOBAL HEALTH WORK FORCE ALLIANCE
DIRECTOR, HUMAN RESOURCES FOR HEALTH, SIGHTSAVERS
Health workers are the heart and soul of health systems. And yet, the world is faced with a chronic shortage - an estimated 4.2 million health workers are needed to bridge the gap, with 1.5 million needed in Africa alone.
57 countries are considered to be in crisis.
The critical shortage is recognized as one of the most fundamental constraints to achieving progress on health and reaching health and development goals.
2008 Nigel Crisp ‘Scaling Up – Saving Lives’
2012 External Evaluation of GHWA
36 out of 57 crisis countries
24% of the burden of disease
10% of the global population
1% of global health resources
And only 3% of the global health work force
Human resources are our most valuable asset.
Yet many difficulties encountered in planning and training including issues of availability, distribution, competency, productivity, retention, CPD, equipment and supplies, cadre recognition and career development.
Every table tells a story but also raises a new set of questions – what about urban-rural distribution, public-private, surgical-non-surgical etc.
7.1 The HRH Action Framework (HAF)
A simple but comprehensive technical framework to assist governments and
managers to develop and implement strategies to achieve an effective and
sustainable work force.
Six Action Fields
1.HR Management Systems
The tool has been applied in several countries and users found it useful to understand the scale of resources required. Sightsavers will now pilot in three countries in Africa.
‘It is very unlikely that we will resolve the HRH crisis if each country or sector works in isolation’
CCF is the process which brings together all key
stakeholders in a country to develop and implement
a comprehensive, evidence-based, HRH Plan.
embedded in the national health strategy.
The CCF is a 5 phase process:
1. We start by suggesting an HReH sub-committee
2. Develop an HReH Situation Analysis
3. Develop an HReH Plan
4. Mobilise resources –domestic budgets and external partners
5. Implement and monitor
The training ‘pipeline’ can be long and while we can work to shorten it through such approaches as task sharing and curriculum review we are also now starting to see the kind of success which will impact on services for years to come.
The key ‘take home’ message is that success is most often built around strong partnerships – between INGOs and with the Ministries of Health and Education.
Projected Outputs: Malawi Schools
PRIORITISE: Human Resources are our most valuable asset
ALIGN: With other global health initiatives
INTEGRATE: Into mainstream health work force planning
NETWORK: Beyond eye health – AP/HRH, Regional Health Authorities, Development Banks, civil society health networks
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