Skip to main content

Table 1 Sub-national influence in human resource management in East Asia

From: Strategic management of the health workforce in developing countries: what have we learned?

Domain Cambodia China Indonesia Philippines Thailand Vietnam
Budget control       
• Determine the wage envelope * * * ** * *
• Dismiss surplus staff   ** ** ***   *
Establishment control       
• Control overall staffing numbers * ** * ** * *
• Control staffing numbers in individual facilities   ** ** ***   **
Recruitment       
• Formal employer *** *** * *** ** *
• Have authority to hire ** *** ** *** * ***
• Have independent recruitment mechanism * ** ** * * *
Career management       
• Promotion is available * ** ** *** * *
• Transfers within local government are possible * * *** *** * **
Performance management       
• Direct and supervise activities *** *** ** *** *** ***
• Conduct evaluations * *** ** *** * *
• Offer financial rewards * * ** ** * **
• Discipline and fire underperforming staff * * ** ** * **
Pay policy       
• Set overall wage rates * * * * * *
• Set local incentives/salary top-ups ** *** ** *** * **
  1. *** = full; ** = partial; * = no subnational control, focusing on the strongest subnational level of government for each country. Data underlying the assessment range from 2000 – 2005.
  2. Source: adapted from table 7.3 in [26] supplemented by author's estimates for Vietnam.
Back to article page

Human Resources for Health

ISSN: 1478-4491

\