Human Resource for Health Strategic Plan Simon Kunene

Human Resource for Health Strategic Plan Simon Kunene US Admin MOH Human Resources Unit The of the Health Sector

Presentation outline • • • Background and introduction Key HRH challenges in 2012 Strategic direction Key strategies Implementation arrangements Human Resources Unit – The of the Health

Background and introduction • The HRH strategic plan was developed following the development of the first HRH policy in 2012. • The HRH strategic plan operationalizes the HRH policy by providing the interventions that address the key HRH challenges. • The plan outlines the HRH vision, mission , goal , guiding principles, and strategies. Human Resources Unit – The of the Health

Key HRH challenges - Planning • Limited capacity for HRH planning • Inadequate information for HRH planning. Leading to ……. . – Inadequate number of health workers to meet the country’s needs. – Shortage of certain skills e. g. : doctors, pharmacists, laboratory and medical imaging cadres. – Inequitable distribution of available health workers across regions and health facility types. Human Resources Unit – The of the Health

Key HRH challenges - Development • Weak planning and coordination of pre and in service training • Inadequate in country training capacity i. e. number of training institutions, type of courses and level of funding • Weak regulation and quality assurance of pre and in service training. Leading to ………. – Over/under production of health cadres. – Quality of cadres? – Overdependence on expatriate staff – Disruption of service delivery due to training – Duplication of trainings which is inefficient. Human Resources Unit – The of the Health

Key HRH challenges in 2012 – Management • Long and complex recruitment and deployment procedures. • Cumbersome transfer and promotion procedures • Poor working environment leading to staff turnover especially for doctors. • Deficient implementation of performance management • Weak HRH management and leadership capacity. • Negative impact of communicable (HIV/AIDS) & non communicable diseases on the health work force resulting in high absenteeism, morbidity, mortality rates. Leading to……………. . – Low staff morale and performance – High staff attrition Human Resources Unit – The of the Health

Strategic direction HRH Vision • To have in place an adequate, well managed, efficient and motivated health workforce capable of providing equitable access and distribution of services leading to a healthy and productive Swazi nation. Human Resources Unit – The of the Health

Strategic direction HRH Mission To develop a competent, dedicated, productive and client centered workforce through improved planning, management, development and utilization of human resources to deliver quality health services to the Swazi population Human Resources Unit – The of the Health

Strategic direction HRH Goal To ensure right quality, quantity skill mix, and equitable distribution of health personnel are available to meet health care needs in an environment that promotes effective and safe practice. Human Resources Unit – The of the Health

Strategic direction HRH Strategic Objectives 1. Establishing and functionalizing a system for HRH planning across the sector for evidence based plans. 2. Developing and making available adequate, qualified and competent human resources in the health sector. 3. Strengthening the HRH management systems 4. Mobilizing additional resources for HRH that is sustainable Human Resources Unit – The of the Health

Key strategies - Objective 1 • Develop capacity for HRH planning across the sector • Revive and upgrade the Human Resources Information System (HRIS) • Develop systems for data analysis, interpretation and regular reporting Human Resources Unit – The of the Health

Key strategies - Objective 2 • Strengthen the coordination and strategy formulation of pre-service training • Improve physical operational capacity of training institutions • Establish preceptorship program • Strengthen the regulation and quality assurance system for pre-service trainings • Strengthen coordination of in-service trainings • Develop evidence and need based training plan • Ensure quality of in-service trainings Human Resources Unit – The of the Health

Key Strategies - Objective 3 • Strengthen recruitment and deployment procedures • Improve HR management capacity of HRD • Strengthen the structure and functions of HR management at MOH • Decentralize HR functions to regions • Improve job satisfaction, working and living conditions. • Reduce staff migration and turn over • Implement the task shifting framework • Work with MOPS to implement the new PMS • Implement the supportive supervision and mentoring framework Human Resources Unit – The of the Health

Key strategies - Objective 4 • Mobilize additional resources for implementation of HRH activities • Forge international and local strategic alliances and partnerships Human Resources Unit – The of the Health

Implementation arrangements • For ease of implementation, the strategic plan is divided into three pillars: 1. HRH Planning and financing 2. HRH Development 3. HRH Management. • The pillars are headed by HRD staff • Annually an implementation plan is developed to guide the implementation of the strategic plan. • Implementation is spearheaded by the HRD. Human Resources Unit – The of the Health

HRH Strategic Plan Pillars GOAL Availability of right quality , quantity skill mix, and equitable distribution of health personnel HRH MANAGEMENT HRH DEVELOPMENT HRH PLANNING & FINANCING Human Resources Unit – The of the Health 16

End Thank You For Listening Human Resources Unit The of the Health Sector