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Analytical summary - Health workforce

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Descriptive summary

Problems that affect both the health of the population and the health care system require skilled health personnel in sufficient numbers. Unfortunately, the lack of a strategy for developing human resources for health is a major obstacle to solving the problems mentioned above. In addition, the suspension of recruitment in the public service for nearly twenty years has led to the declining enrollment, aging staff and lower performance with considerable impact on the organization and operation of health services. Also, the development of human resources is now a priority. A real challenge for the effective implementation of national health policy.

  • Existence of a legal framework that determines the roles of various ministries in human resource management, in particular, the law 021/89 of 14 November 1989 on the reform of the general public service and a number of decrees on issues of human resources;
  • Existence of the Faculty of Health Sciences and paramedical schools that have few training programs for health professionals,
  • Presence of some trainers.
  • Qualified human resources needs are expressed in several programs and health facilities
  • Significant number of physicians trained in public health

  • The number of doctors per 10,000 inhabitants is 0.28
  • The number of pharmacists per 10,000 inhabitants is 0.11
  • The number of nurses and midwives per 10,000 inhabitants is 1.91
  • The number of laboratory per 10,000 inhabitants is 0.21
  • The low capacity of human resources management
  • The multiplicity of structures involved in the planning and management of staff and lack of coordination between them.
  • The lack of a reliable database on human resources for health.
  • The lack of a framework for consultation Department of Health, Vocational and higher education that does not allow these schools to train staff with the health system needs.
  • The legal texts relating to the planning and personnel management are obsolete and / or lack of implementing orders.
  • Training programs are poorly defined in many sectors and do not take sufficient account of the operational strategies of fight against the disease effect.

  • Strengthen the institutional framework for the development / revision of laws governing the health care system and issues of HRH
  • Develop a plan for initial and continuing training of HRH profiles taking into account the need to increase the number of agents
  • Improve working conditions for the allocation of the work, revising the legal framework for the recruitment, advancement and career and the end of their implementation.
  • Organize the monitoring and evaluation of HRH development by the establishment of an information system and management of HRH