Health Workforce Distribution

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Health Workforce Distribution

• Dr. Ken Sagoe
• CEO
• Tamale Teaching Hospital

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Presentation Outline
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Human Resources Management

• HR Management is the integrated use of systems,
  policies and managerial practices to recruit,
  maintain and develop employees to meet the
  organizations desired goals at a cost the
  country can afford.
• The role Human Resource for Health (HRH) is to
  produce, recruit and retain optimum numbers of
  appropriately trained health workers, equitably
  deployed, efficiently utilized and highly
  motivated to deliver quality health services in
  areas of most need

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Objectives of Staff Distribution

• Placing the right persons in the Right jobs at
  the Right time and motivating them to achieve the
  organizations goals at minimum cost.

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Health Workforce Distribution- the issues

• Inequity in distribution
• Conundrum of dichotomies
• North South dichotomy
• Rural Urban dichotomy
• Teaching Hosp. Other Hosp. dichotomy
• Staff may determine their posting
• Interference from Officialdom
• Gender considerations/perspectives
• Availability of Staff Accommodation
• Posting may not be entirely based on evidence
• Posting policy not enforced.
• Accra, Tema Kumasi including the Two Teaching
  Hospitals account for 49.6 of all doctors on
  Govt. payroll.
• 2.5 of all public sector doctors cover 3
  Northern regions 18 of national population.

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Doctors per population
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Factors underpinning HW Distribution

• Health Workforce Need/Demand/Vacancies
• Link between vacancies and Recruitment for
  training (Supply)
• Measures to determine equity need to be taken
  much earlier in the process of staffing.
• Sponsorship
• Bonding
• Placement

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Way Forward I

• Update and Harmonize Staffing Norms
• Determine Staffing Gaps or Vacancies
• Link intake into schools to Vacancies
• Sponsorship
• Bonding
• Decentralize Recruitment and Selection to
  Regions/Districts
• Build capacity of HR units

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Way Forward II

• Recruit into specific Vacancies
• Essential Staff Accommodation a must
• Decentralize item 1and recruitment Budget in line
  with staffing Norms or Establishment levels
• Cash and Non-Cash incentives to attract and
  retain
• Multi-skilling of Health Professionals
• Monitor compliance

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