Mechanism | Strengths | Challenges |
---|---|---|
Recruitment of additional HRH | Novel hiring mechanisms or adjustment of existing mechanisms which are susceptible to being replicated | Mechanisms to absorb newly recruited HRH, which depends on identifying adequate sources of funding Balancing decent work with flexibility in hiring and working conditions |
Temporary reassignment of HRH to COVID-19 treatment | Allows for optimizing existing supply of HRH | Requires quick training in new diseases treatment specific skills |
Deployment of students and recent and overseas graduates | Facilitates the continuous flow of HRH to the neediest areas Mechanisms to relax requirements and accelerate procedures to allow students to graduate so they can enter the workforce | Need for quick training in treating new diseases Challenge in retaining students when once mandatory service ends Mitigation of displacement of national HRH, thus avoiding discrimination Temporary elimination of quality controls |
Work shift changes | Allows for optimizing existing supply of HRH | Risk of burnout and mental health impacts |
HRH from international cooperation | Facilitates HRH availability lacking in the country | Increase recruitment of international HRH to fill vacancies, usually educated in low- to middle-income countries |
Volunteers | HRH availability increased at low or no additional cost Volunteers may include people who had no healthcare training to provide logistical support in general areas in response to the pandemic, allowing for increasing the scope of medical teams | No payment and lack of decent working conditions |