Human resources for health - PowerPoint Presentation

Slide1

Human resources for health

Mona Gupta

India !

We have :

West Bengal : Arunachal Pradesh

Bihar : Kerala

MP: Tamil Nadu

Bihar : Karnataka

3

< 50% in place

50% to 75% in place

75% to 100% in place

More

than 100% in place (Surplus)

Required Vs. In position Figures

Key HRH Categories: ANM, SN, LT, MO, Specialists, Pharmacists, Radiographer, AYUSH MO, Dentist/ Dental Surgeon

KEY HRH CATEGORIES

NSSO 71

st

round Analysis : % cases using public facilities

Type of services

Rural

Urban

Non

Hospitalized Care

28%21%Hospitalized Care42%32%Deliveries56%42%

Human Resource Cadre

Performance

Indicator

All

India

M

P

MH

Nagaland

SikkimCGWBMO & SpecialistOPD attendance per MO and Specialist44363510183557Staff NurseIn-patient midnight head count per SN per shift4462346Lab techniciansTotal Number of Lab Tests per LT262726531916GynaecologiNumber of C-sections per Gynecologist10.60.80.30.323AnesthetistsNumber of major operations per Anesthetist 22331137Dental MOs/ Surgeons

Dental OPD per Dentist 101363638AYUSH MOsAYUSH OPD per AYUSH MO251037310525HR Performance: Daily Caseload

Availability of Doctors and Specialists

Steps to be taken to ensure availability of HRH

Lucrative salaries for Doctors and Specialists

Fixed tenure posting

Performance based incentives

Continuous professional learning

Creation

of

Specialist cadre

Empanel private doctors

Training andPost-training monitoring

Improved Living and Working conditions

Goal of recruitment process

Reach the ‘

right people

with the

right attitude

’,

who possess the

right mix of skills,

passion and compassion required to work in the

public health sector

HR Campaign

HR campaign: for attracting quality HR with the right attitude and skills, in collaboration with Ashoka University

Steps to be taken to ensure availability of HRH

Apart from the various steps discussed in the previous slides, States can also focus on the following measures to encourage doctors and specialists:

Start

DNB and CPS courses

to supplement the pool of specialists

Reconsideration of

age of retirement

of doctors

MBBS doctors can be given

weightage of rural and remote posting in the post graduate coursesSeek help of recruitment agencies empaneled by NHSRC in attracting, screening and finding quality candidatesUse the unprecedented flexibility in salaries for specialists available under NHM

HRIS : Human Resources Information System

Can provide comprehensive real time information on the human resources for quality evidence based decision making

To make HRIS real-time:

process all the salaries and transfer-posting through the HRIS

line-listing of all human resources posted in various facilities and administrative positions should be available.

This will enable rational posting based on type of facility and work load e.g. pairing/grouping of providers : Gynaecologist, Anaesthetist, and Paediatrician for

CEmONC/FRU facilities etc. When linked with HMIS (Health Management Information System), HRIS could also provide data on productivity of HRA few states have completed it so far; conditionality on HRIS

HR Lifecycle

Compensation/ Rewards

Training & Development

Attract, Recruitment & On boarding

Performance Management

Orientation

Engagement

Termination/ Transition

Performance Monitoring of Program Management

Key Indicators and Performance Benchmarks

Technical Support Agency to Ministry of Health & Family Welfare

14

HRH BOOTCAMP

A two day training program for HR Nodal officers

Practical hands-on training

Sharing of best practices from states in HRH