HUMAN (RESOURCE) MANAGEMENT Flashcards
(22 cards)
Human Resources for Health
A. Those working in health:
i. ______________ personnel in the public and private sector (health _________)
ii. ___________ ____________ health workers who play complementary roles in health care service delivery.eg _____,____,______)
iii. Others providing support services
◦ Non-health professionals, e.g. ___________ , ___________
◦ Non-professionals, e.g. ___________, ___________
B. Others working for health:
◦ Domestic carers, e.g. ___________, ___________, ___________
◦ Others in sectors impacting on health
Trained health ; professionals)
Untrained informal ; CHO, CHEWs, TBA
accountants ; engineers
cleaners; security guards
mothers ; siblings
relatives
Nigeria has one of the largest stocks of human resources for health (HRH) in Africa.
T/F
T
Great disparities in health status and access to health care
◦ among the six geo-political zones,
◦ between rural and urban areas.
geo political zone with Highest amount of doctors is???
geo political zone with lowest amount of doctors
South west
North west
Health Care Personnel
Inventory 2004 - Nigeria
Who are the least?
Who are the most??
Dentists
Nurses
Recommended doctor to patent ratio for Nigeria (WHO)
Current doctor to patent ratio for Nigeria (WHO)
Amount of doctors required to meet the recommended amount?
1:600
1: 2753
300,000
Nurse to patient ratio in the ICU is??
1:1
Or
1:2
DRIVING FORCES OF THE
HEALTH WORKFORCE
Population Health Needs
–__________
–________ Burden
– __________
Health Systems
–__________
–Technology
–__________ Preferences
Demographics ; Disease Burden
Epidemics ; Financing
Consumer Preferences
DRIVING FORCES OF THE
HEALTH WORKFORCE
Context
–Labour and Education
–Public Sector _______
–___________
Reforms
Globalization
DIMENSIONS OF HRH
PERFORMANCE
Coverage
◦ ________ of needed services
◦ __________ distribution
Productivity – ________ in relation to _________
Technical Quality – ________ on health status
Sociocultural Quality – ________/user __________
Organizational Stability – ________ and ________ of service delivery model
Types ; Geographic
Outputs ; inputs
impact ; acceptability
satisfaction ; sustainability
adaptability
Common challenges with HRH
________
Skill ______
___________
Working Conditions
◦ ___________
◦ ___________ Incentives
◦ Workplace ___________
Numbers; Mix
Distribution ; Compensation
Non-Financial ; safety
Global Challenges in Human
Resources for Health Management
and Development
These include:
Massive ________ among health professionals
Internal ________ of those available
Public-private dichotomy in distribution of services and utilization of
skilled health manpower
________ career pathways, resulting in ________ of the health
professions.
brain drain ; mal-distribution
Unclear career ; abandonment
Challenges of HRH in Nigeria
These include:
absence of a human resource _______ , especially at lower levels, lack of coordination, alignment and harmonization of HRH needs at all
levels
dearth of _______
problems with HRH _______
skewed manpower _______ (towards urban and southern population)
_______ motivation
differential conditions of service,
existence of multiple categories of health care providers (from orthodox
to traditional) and _______ systems with _______ career pathways
plan ; skills
mix ; distribution
poor ; parallel
unclear
Human resource management covers all issues relating to the
◦ ___________
◦ ___________
◦ ___________
of all categories of workers. It concerns issues relating to productivity, health service coverage and staff retention.
◦ Employment
◦ Deployment
◦ Monitoring
KEY FUNCTIONS OF HUMAN
RESOURCE MANAGERS
Staff __________
Staff __________
Staff __________
Staff __________
Staff __________ Process/Systems
Staff Selection
Staff Appraisal
Staff Rewards
Staff Development
Staff Redress Process/Systems
Human resource management covers policies
and practices relating to:
◦ __________
◦ __________ and changes
◦ Staff __________
◦ Staff __________
◦ Employment
◦ Retention and changes
◦ Staff support
◦ Staff development
Principal processes/techniques of HRM
Job ————-
Job ————-
Person ————-
————- and selection
————-
————- and ————-
Job analysis
Job description
Person specification
Recruitment and selection
Supervision
Reward and motivation
____________ Determines the relevance and appropriateness of job
Job analysis
Job description
•Defined very simply as the _____________ of job a person is expected to perform.
•Helps to organise work in health teams, reducing _________ , _________ and gaps.
statement
ambiguity ; confusion
Job description
States:
◦ ___________ of the job,
◦ level of __________ the person is expected to operate in
◦ standard or level of achievement that is expected from that person.
◦ clearly delineates the ________________ and lines of authority
responsibilities
decision-making
chain of command
Person specification
Matches ___________ and ___________ to the prospective job holder.
Considers:
◦ _______ capacity
◦ _______ traits
◦ ___________
◦ __________ maturity
Job analysis ; description
◦ Intellectual capacity
◦ Physical traits
◦ Personality
◦ Emotional maturity
Supervision
An educational process designed to aid employees improve ________ and _______ through __________ evaluation of their performance.
knowledge ; skill
objective
Responsibilities of a supervisor:
Set performance —————— with employees
Design and update schedule of activities
Conduct meetings to provide _________ , support
Design supervisory _______
objectives
feedback
checklist
