Human resource management in public health

Human resource management in public health

1. HUMAN RESOURCE MANAGEMENT IN PUBLIC HEALTH MODERATOR: DR. SMITHA M C ASSISTANT PROFESSOR DEPT. OF COMMUNITY MEDICINE JSSMC MYSORE. PRESENTED BY DR.G.HARI PRAKASH MPH 1 ST YEAR SCHOOL OF PUBLIC HEALTH DEPT OF COMMUNITY MEDICINE JSSMC MYSORE. 03-Dec-19 1

2. PLAN OF PRESENTATION Introduction. Functions of HRM. HRM Process. Domains for Public Health Workforce/HR 3 Tiers to the Workforce HRM In Public H ealth in India. HR Categories for Health Human Resource Management Challenges Indian strategies in attracting HR. Recent initiatives in India. Talent Management. conclusion 03-Dec-19 2

3. INTRODUCTION DEF: A/c to Management sciences for health “Human resource management is the integrated use of system, policies and management practices to support the organization to meet its desired goal through recruitment, maintaining and development of employees”. Human Resource Management is a process of bringing people and organizations together so that the goals of each are met. The various features of HRM include: It is pervasive in nature as it is present in all enterprises. Its focus is on results rather than on rules. It tries to help employees develop their potential fully. It encourages employees to give their best to the organization. It is all about people at work, both as individuals and groups. 03-Dec-19 3

4. FUNCTIONS OF HRM Functions of HRM Managerial Functions Planning Organizing Staffing Controlling Direction Operative Functions Procurement Development Compensation Maintenance Motivation Integration 03-Dec-19 4

5. Source: Global Institute for Research and Education 03-Dec-19 5

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7. 03-Dec-19 7 8 Domains for Public Health HR 1.Analytical/ Assessment skills 2.Policy development/Program Planning Skills 3.Communication skills 4.Cultural Competency skills. 5. Community dimensions of practice skills. 6.Public Health Sciences skills 7.Financial Planning and Management Skills 8.Leadership and System Thinking skills DOMAINS FOR PUBLIC HEALTH WORKFORCE/HR:

8. 3 TIERS TO THE WORKFORCE I. Front Line Staff-Entry Level Data collection and Analysis. Fieldwork. Program planning. Outreach, Communications, Customer service, Program Support. 03-Dec-19 8

9. II. Program Management or Supervision Level: Developing, implementing and evaluating program. Supervising Staff. Establishing and maintaining community partnerships. Managing timelines and work plans. Making policy recommendations. Providing technical expertise. 03-Dec-19 9

10. III. Senior Management or Executive Level: Overseeing major programs or operations of organizations. Setting a strategy and vision for the organization. Creating a culture of quality within the organization. Working with the community to improve health. Job Description Job Analysis Recruitment 03-Dec-19 10

11. HRM IN PUBLIC HEALTH IN INDIA Since India gained independence, universal and affordable health care has been central to the planning of the country’s health system. Attempts to establish such networks was failed due to substantial socioeconomic and geographic inequities in access to health care and health care outcomes. 03-Dec-19 11

12. FUNCTIONS OF PUBLIC HEALTH Objectives of HRM Achieve and maintain good human relations with public. Enable each employee to make his/her maximum personal contribution to the effective working. Ensure the max. development of the individual, and to help him/her contribute his/her best. 03-Dec-19 12

13. Health Manpower of country based on Health needs and demands of population Desired Output Its very important in community health planning. It is based on series of accepted ratios like: Doctor Population Ratio. Nurse-Population Ratio. Bed- population Ratio. 03-Dec-19 13

14. HR CATEGORIES FOR HEALTH Medical Doctors and Specialists including public health specialists and administrators. Nurses, ANM’s, and allied workers includes MPWs. Lab technicians, pharmacists and technical supportive staff. Public health supportive staff. 03-Dec-19 14

15. Category of Manpower Requirement for Census 1991 In Position (30 June 2000) Number Sanctioned Posts Needed (Gap) Specialists at CHCs 22348 3741 6579 18607 Doctors at PHCs 22349 25506 29702 3157* Health Educators 22349 5508 6534 16841 Pharmacists 27936 21077 22871 6859 Lab Assistants 27936 12709 15865 15227 X-ray Technicians 5587 1768 2137 3819 Nurses/ Midwife 61548 17673 22672 43785 Health Assistants- Male 22349 22265 26427 84 Health Assistants- Female 22349 19426 22479 2923 Health Workers- Male 134108 73327 87504 60781 Health Workers- Female 156457 134086 144012 22371 In India total no of Allopathic doctors, Nurses and Midwifes are 11..9/10,000 people. WHO benchmark- 25.4 workers/10,000 people. 03-Dec-19 15 For Example:

16. Another Example 03-Dec-19 16

17. Number of doctors per 10 000 population in India in 2009 SOURCE: India Health Beat. New Delhi: World Bank, New Delhi and Public Health Foundation of India, 2009. 03-Dec-19 17

18. HR CRISIS FOR HEALTH SECTOR IN INDIA However average no of Health care staff are satisfactory on national basis, but they vary widely within the country. There is also a mal-distribution of manpower between rural and urban areas and this is due to Absence of amenities in rural areas. Lack of job satisfaction. Professional isolation. Lack of rural experience. Inability to adjust in rural life. In India, doctors in urban areas-73.6% only 24%. popln lives. Rural population-72% and concentration of Doctors :?????????? 03-Dec-19 18

19. HUMAN RESOURCE MANAGEMENT CHALLENGES 03-Dec-19 19

20. ATTRITION: The exit of human resource for health from the organizations takes place in the form of attrition and emigration. Attrition is the gradual reduction in the number of employees in the organization through retirement, death or resignation. It is also termed as employee turnover. EMIGRATION: Emigration of employees means employees leaving their own country to work in other countries for better prospects. Source: DIOC-E database, 2012, http://www.ncbi.nlm.nih.gov/pmc/articles/PMC3926986/ 03-Dec-19 20

21. ATTRITION FACTORS EMIGRATION FACTORS 03-Dec-19 21

22. INDIAN STRATEGIES IN ATTRACTING AND RETAINED SKILLED SERVICE PROVIDERS IN RURAL AND DIFFICULT AREAS Regulatory. Workforce Management. Incentives: Monetary & Education Incentives Educational Strategies. Multi-skilling existing staff. 03-Dec-19 22

23. RECENT INITIATIVES IN INDIA 1. Forming the norms: 2ANMs per SC and 1 male MPW. 3Nurses/ANM per PHC and 2 medical Officers. 9Nurses per CHC and 5 medical specialists and 3-4 medical officers. 2. Expanding available skilled human Resource. 3. Increasing availability in priority areas. 4. Community level service providers. 5. Strengthening capacity building activity. 6. Improving workforce performance. 03-Dec-19 23

24. CURRENT PUBLIC HEALTH INTERVENTIONS AND DEBATES BASED ON PREMISE OF LOW DOCTOR-POPULATION RATIO Bridge course for traditional Doctors(AYUSH) towards enabling them to write a prescription of modern medicine. Separate cadre of rural doctors. BDS towards making practice license at par with MBBS graduates. Expansion of legal frameworks of medical prescription by paramedics, nurses and pharmacists. Relaxing retirement of medical teachers age up to 70 years. Relaxing retirement of government doctors from 60-65 years. Increasing number of medical seats at existing colleges instead of starting new ones in area of need. 03-Dec-19 24

25. TALENT MANAGEMENT: The first approach to solve HRH scarcity issue has seen action in the form of policies and practices to increase the supply of health workforce to decrease the gap between demand and supply of HRH. 03-Dec-19 25

26. CONCLUSION A better understanding and identification of real attributes of attrition/emigration is needed. Use of talent management strategy as a successful tool to attract, acquires, develop and retain the human resource Emerging economy & growing population cannot deal with scarcity of health workforce for health . Hiring and training to develop health workforce aimed at providing minimum health coverage to all. 03-Dec-19 26

27. REFERENCES World population prospects: the 2017 revision. Geneva: United Nations, Department of Economic and Social Affairs, Population Division; 2017 (https:// population.un.org/ wpp /, accessed 31 March 2019 ). India: towards universal health coverage Centre of Social Medicine and Community Health, Jawaharlal Nehru University, New Delhi, India (Prof M Rao PhD); Public Health Foundation of India, New Delhi, India (K D Rao PhD ). Rao K, Bhatnagar A, Berman P. India’s health workforce: size, composition and distribution. In: La Forgia J, Rao K, eds. India Health Beat. New Delhi: World Bank, New Delhi and Public Health Foundation of India, 2009 . Priya et.al/ Key challenges of human resources for health in India published on GLOBAL JOURNAL OF MEDICINE AND PUBLIC HEALTH, GJMEDPH 2016; Vol. 5, issue 4. Ministry of Health and Family Welfare. 03-Dec-19 27

28. THANK YOU 03-Dec-19 28