1 / 27

UPDATE ON HUMAN RESOURCE FOR HEALTH

UPDATE ON HUMAN RESOURCE FOR HEALTH. KWESI ASABIR MSC;PhD. Increase No of HRH. Projections: Doctors. Projections - pharmacist. Projection Midwives. CHN.

hedwig
Download Presentation

UPDATE ON HUMAN RESOURCE FOR HEALTH

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. UPDATE ON HUMAN RESOURCE FOR HEALTH KWESI ASABIR MSC;PhD

  2. Increase No of HRH

  3. Projections: Doctors

  4. Projections - pharmacist

  5. Projection Midwives

  6. CHN

  7. HAC has increased from 460 in 2006 to 3249 in 2011 depicting an annual growth rate of 118% as against planned figure of 1145 in 2011 or annual growth rate of 41%. • Propose the reduction of the production of HAC by average of45% per annum

  8. Projection HAC

  9. ASSUMPTIONS FOR STAFFING • WISN STUDY • EmONC STUDY

  10. WISN KATH

  11. WISN KATH

  12. WISN KATH

  13. WAYFORWARD • Normalize the production of Community Health Nurses and Health Assistant Clinical • Increase production of Midwives, Nurses, and other neglected programmes • Improving infrastructure of HTIs • Establish Colleges of Pharmacy, Nurses and Midwives • Accredite health facilities in districts for housemanship training on the basis of assigning specialists to supervise the houses officers on regular basis • Maintain 70% regionalization policy of health graduates. • Developing activity standard with the pilot WISN results at the selected health facilities • Extend WISN to support staff before scaling up • Developing redeployment plan to improve distribution of HWs using the WISN and EmONC results as maximum and minimum staff requirements respectively for health facilities • Costing the HR Policy and Strategy document • Implement HR Policies and Strategies • Design incentive packages to attract and retain HWs in deprived areas • Develop and implement an effective performance management system

  14. THANK YOU FOR YOUR ATTENTION

More Related