Human resources for health shortages have reached epic proportions worldwide. Africa has the largest share of these shortages. The scarcity is compounded among other factors by mal-distribution and erosion of skilled health workforce. Developing countries struggle to produce, recruit and most importantly retain skilled health workers. There exists a perpetual poor retention cycle in many developing countries. This has a negative bearing on the effort to attain universal access to health care. A myriad of factors affect retention of skilled health workers in developing countries and these factors are examined at length in this book. Appropriate strategies to improve attraction and retention of health workers can only be devised with a vivid understanding of the factors that influence the decision by health workers to join and stay in the sector. This book will be of importance to researchers in the field of Human Resources for Health and Human Resources practitioners.
The significance of human resources in health sector has been widely acknowledged because health professionals are directly involved in services towards betterment of life for the society as a whole. Shortage of doctors and trained professionals is adversely affecting strategic planning and development of health sector and even addressing basic needs. The Recruitment and Retention of health professionals has been viewed differently by HR experts. Therefore, effort has been made to discuss Recruitment Approach for doctors in particular, Retention Factors and their Implications.
Health service delivery in Uganda has been decentralised since the 1990s as part of the reform processes. Uganda is among the 57 countries with critical human resource shortages. Several reports provide staggering evidence regarding health worker performance problems in decentralised health services. These include; absenteeism, neglect of patients, drug pilferage and poor staff motivation among others. The Ugandan Ministry of Health annual report of 2007/2008 indicates that some health indicators are either stagnating or deteriorating, thanks to inadequate health worker performance. This book highlights factors influencing the performance of health workers in decentralised services. The author developed a performance management framework for improving health worker performance. The book will be of use to human resources for health practitioners, performance management researchers, general human resources managers and individuals with interest in decentralised health services.
The purpose of this study is to measure the impact of investment in human resources activities on the effectiveness of investment in human capital in the commercial banks in Jordan. Through a comprehensive test of human resource activities investments' factors (investment in: staffing, training & development, incentives plans, and retention policy), the study investigated the relationship between human capital Investment. Finally the study examined the real practices of human capital investment in the commercial banks in Jordan.
This is a research-based book with global, relevant and insightful literature review. The review includes but not limited to Harvard Strategic Human Resource Management (SHRM) and HR retention strategies, SHRM faculty retention strategies in private universities on junior and senior faculty in South Africa.Critical review of empirical studies revealed gaps, contradictions and inconsistencies in the literature. In addition to other theories reviewed, configurational theory is discussed in detail as the main theory that guided the identified configuration of faculty retention strategies with human and non-human resources for gaining competitive advantage for universities studied. The key findings included divergence in perceptions on faculty retention between deans and faculty which was is discussed as the concept of retention gap. Challenges faced in retention of faculty in private universities are discussed. Viable recommendations for education managers, planners and administrators of university education in Kenya, Africa and around the world are part of the concluding remarks of this book. Dr Simon Nderitu
Human Resources Accounting involves accounting for the company's management and employees as human capital that provides future benefits.The main objective of this book is to offer a suitable suggestions to adopt the Human Resources Accounting practices in a desired organizations and this is also covers the different approaches of valuation of human resources,review of Human Resources Accounting practices in different organizations and analyzed the perceptions of respondents on various Human Resources Accounting methods and issues,association of attributes of designation by test with the different variables of Human Resources Accounting. This book consist of wealth of statistical data and useful for planners,administrators,managers,policy makers,academicians and research scholars.The content and subject matter are unique,informative and impressive.
This work brings new perspectives of the permanent growth of efficiency in using human resources from commercial field.The first part of the work is focused on the issue of human resources in theoretical plan (systemic vision upon human resources, human resources management system, management strategies and human resources policies), starting with a more pragmatic approach to main activities including human resources management. The complex issues of human resources such as recruiting, selection and integration of personnel within commercial field of companies are brought upon. Also, the perspective of the characteristics of human resources within the commercial field is taken into consideration.
Cambridge English for Human Resources is the definitive course for learners who need to use English in a human resources environment. Cambridge English for Human Resources covers a wide range of topics of concern to Human Resources and Personnel Development, from the essentials of resourcing and outsourcing through to strategic HR. The ten standalone units allow learners to focus on the areas most important to them. As well as teaching the specialist vocabulary and theory of HR, the course develops job-specific skills such as coaching, appraisal systems and managing conflict. The complete listening material is included in the Audio CD. The course requires no specialist Human Resources knowledge on the part of the teacher as free teacher's notes are available online.
The physician’s crisis in Cameroon has reached an alarming stage and has the potential to worsen existing health problems including the attainment of Millennium Development Goals. The author takes the reader through a diverse set of issues ranging from administrative sluggishness, poor working conditions, low salaries ..etc.. leading to serious consequences like demotivation , bribery, out-migration, and imbalanced distribution of physicians in a heavily centralized inefficient system. Original, pragmatic, impeccably researched, Human Resources for Health Crises in Cameroon answers three questions: What’s going on? How did this happen? How can we fix the problem? A must-read book -for policy-makers in the formulation of effective human resources for health policies, -for students especially those who have a vested interest in public health, -for people working in INGO’s and who are eager to learn about the challenges faced by physicians in developing countries and are seeking ways to engage in serious change. Furthermore it calls attention to the need for more publications on human resources for health issues in Cameroon.
This study explores the contributions of endogenous knowledge resources to local economic development in Uganda. Using a cross-sectional descriptive design and a triangulation approach of qualitative and quantitative approaches, the study found out that the sectors where endogenous knowledge resources are applied, range from; agriculture, technology, traditional medicine, environment, and local governance. The contributions of local knowledge resources to local economic development include; improvement of local economic growth,human development, improved community health, environmental conservation and agriculture. In order to harness endogenous knowledge, The contributions of local knowledge resources to local economic development include; improvement of local economic growth; improved human development; improved community health; environmental conservation and agricultural development. The overall study came up with recommendations to; strengthen endogenous development planning, strategise language development, revamping the prevailing land use attitudes, and the promotion of knowledge and learning economies.
“Economic growth contributes most to poverty reduction when it expands the employment, productivity and wages of poor people and when public resources are channelled to promoting human development.... A virtuous cycle of economic growth and human development arises when growth is labour using and employment generating and when human skills and health improve rapidly”. -UNDP, Human Development Report (1997)
Stream is among one of the main water resources. Several factors that affect the stream water quality include high rainfall, urbanization and solid waste dumping site near the stream. From centuries human have been disposed off waste into the river and indirectly stream are contaminated by surface runoff. So the stream water quality is mainly on threat due to negligence. High level of water pollution has negative impact on human health. Proper efforts are needed for the awareness of the people to safe water resources for drinking and other uses.
Human Resources discipline is considered as the ‘heart of the health system’ in any country. There is a great need for capable, well trained and competent administrators and HR managers. Without suitable deployment of HRM, no organization can stay alive for long, therefore right utilization will not only be in the interest of organization but of the country. Human beings are the most important resources in health care. The significance of human factor in the success of hospital objectives cannot be underestimated. Therefore, a hospital must be administered scientifically and professionally in order to perform its functions efficiently and effectively. It was a cross-sectional hospital based study carried out in public and private hospitals of Sindh. A questionnaire of 43 items based on different aspects of human resource management with special context to this country was used. The study subjects were doctors, nurses, and paramedical or auxiliary health workers of the hospital included through stratified random sampling method. The study of human resource planning was carried out under four sections.
Employee turnover is an important flow of Human Resource System that effects organization. An integrated employee retention model from retention and performance perspective have been proposed and tested. The broader theoretical framework of retention couples the traditional napproach with contemporary thinking. A cross-sectional survey based study is designed to test the integrated model. Structural equation modeling analysis supports the integrated perspective.