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Table 4 Conclusions

From: The health workforce crisis in TB control: a report from high-burden countries

1. A paradigm shift in our approach to HR is needed. The HR impact of health initiatives must be conveyed in an explicit, open and unambiguous way so that governments, planners, and financial and technical partners will have a clearer understanding of the urgency of the HR crisis and will have to take a stand on addressing it.

2. HR information systems in HBCs must be developed/strengthened. Without some reasonably accurate information on the numbers, location, qualifications and skills of staff it is impossible to administer, manage or plan the health workforce in any effective manner.

3. There is a dearth of information on HR for disease control programmes in LIMC. There is a need to develop HR assessment tools allowing for the different disciplines involved in HR issues and to conduct in-depth studies using validated methodology.

4. It is important to improve the communication link between technical programmes and HR planning at central level. There is a need to support some HBCs in developing HR management skills and in capacitating personnel in the area of HR management and planning.

5. Training is an important component of HRH development; there is a need to identify the minimum requirements of training at different service levels required to obtain a universal standard of care for TB patients and to better standardize training materials, methodologies and courses.

6. There must be a twin-track approach to addressing the HRH crisis. Current shortages must be addressed with short-term interventions in line with medium/long-term solutions developed within the context of poverty reduction strategies and national medium-term expenditure frameworks.