Table 3 HRH intervention assessed
1. Management systems -Personnel systems: workforce planning (including staffing norms), recruitment, hiring, and deployment -Work environment and conditions: employee relations, workplace safety, job satisfaction, and career development Work environment and conditions: employee relations, workplace safety, job satisfaction, and career development -HR information system integration of data sources to ensure timely availability of accurate data required for planning, training, appraising, and supporting the workforce -Performance management: performance appraisal, supervision, and productivity 2. Education -Pre-service education tied to health needs -In-service training (e.g., distance and blended, continuing education) - Capacity of training institutions -Training of community health workers and non-formal care providers. 3. Policy -Professional standards, licensing, and accreditation -Authorized scopes of practice for health cadres -Political, social, and financial decisions and choices that impact HRH -Employment law and rules for civil service and other employers | 4. Leadership -Support HRH champions and advocates - Capacity for leadership and management at all levels -Capacity to lead multi-sector and sector-wide collaboration - Strengthening professional associations to provide leadership among their constituencies 5. Partnership -Mechanisms and processes for multi-stakeholder cooperation (interministerial committees, health worker advisory groups, observatories, donor coordination groups) - Public-private sector agreements -Community involvement in care, treatment, and governance of health services 6. Finance -Setting levels of salaries and allowances -Budgeting and projections for HRH intervention resource requirements including salaries, allowances, education, incentive packages, etc. -Increasing fiscal space and mobilizing financial resources (e.g., government, Global Fund, PEPFAR, donors) -Data on HRH expenditures (e.g., National Health Accounts) |