Interpreting The Role Of Nurses During Kerala 's Public Health Care System

With the existing trend of shortages in healthcare providers and professionals, the recruitment and retention of this type of staff in a rural area may

Traditionally, it is custom that patients to travel to the provider. Although it is possible to create an establishment for patients to visit providers, Mullin & Stenger (2013), advise patients choose home care in which the provider travels to them. According to Buchan, Couper, Tangcharoensathien, Thepannya, Jaskiewicz, Perfilieva, & Dolea (2013), the World Health Organization provides favorable recommendations to procure health care professionals into the rural environment. These recommendations include providing further education opportunities, improved living conditions, career development programs, incentives such as public recognition, and a safe and supportive work environment. Another essential recommendation is to implement jobs for multiple scopes of practices and varieties of health care workers. It is important that health care providers have the support of a multidisciplinary work staff to implement safe and efficient

The challenges associated with the HRM i.e. human resource management includes the distribution and composition of health care work force. In addition to this, the issues related to the training of the work force are also a challenge for the human resource management. The relocation of the health workers is also a great concern. Moreover, the degree of economic development is also a great challenge that negatively impacts the level of performance shown by a health care organization. These challenges must be addressed properly in order to have an effective health care delivery anywhere in the world.

There are 2,157 Health Professional Shortage Areas (HPSA’s) in rural and frontier areas of all states and US territories compared to 910 in urban areas.**

to the importance of nursing shortage and impact on health system. This paper has discussed

Regardless of the many factors influencing the supply of physicians such as movement away from managed care, increase in the number of female physicians, lifestyle preferences, population growth, and increase in average lifespan, there still continues to be a physician shortage here in the United States. In order to fill these available positions in doctors’ offices, hospitals, and clinics due to the physician shortage, we are using IMGs, or international medical graduates.

The debate continues as to whether or not America is really experiencing a healthcare workforce shortage. This debate continues to rage as commercial areas experience an overflow of healthcare professionals with the option to offer per diem employment to job seekers in these areas. However, rural areas continue to suffer from a lack of professional healthcare workers; specifically, those who specialize in specialist areas. The Alliance for Healthcare Reform (2011) has highlighted the following points as the factors which will be deemed responsible for this shortage:

The vacant positions need to be filled by new “cogs” and the physicians will do this is if they receive lots of money (Phillips, 2014). Money isn’t always what is going to draw people to work in Saskatchewan (Kaul, 2013). It could be the lifestyle, opportunities and many other aspects (Kaul, 2013). They may have come to the country to provide their family with a better life and opportunity but to the government they are just here to work.

| to train them in the professional skills necessary to return to the reservations as doctors and teachers

As the Atha Corporation grows changes will need to occur to the structure of each functional area. Within H.R. we added two more Human Resource Generalists. These generalists will simply be used for management to delegate more tasks and take on the goals planned. One new generalist will focus on culture, incentives, welfare and safety, and employee counseling. The other will focus on recruiting, building space planning, performance management, and committee facilitation. Each of these focused tasks tie directly into the goal, objectives, and plan already laid out for this department.

The WHO report (3) estimates there are slightly more than 59 million health care workers in the world. Of the 4.3 million shortages, India appears as one of the dozens of countries with a critical shortage of health care providers (4-6). A Critical shortage of health care providers means for every given birth, less than 80 percent have skilled birth attendants present. The data further suggests that a country must have between 2.02 and 2.54 skilled birth attendants (doctors, nurses, or midwives) per 1000 population to support growth and maintain a strong health care system. Estimates place India at 1.87 skilled birth attendants per 1000 population (7).

Geographic maldistribution has creates barriers of care to people living in rural areas. Although there is an oversupply of physician specialists in many of the urban healthcare areas around the world, while the inner cities and rural community are struggling to attract healthcare physician professional to provide high quality care to the local population. “The supply of specialties has increased more than 100% over the last 20 years, while supply of generalists has increased only 18%” (Niles,2014). Any shortage of health workers can prevent good access to health services and is a barrier to universal coverage. The issue of the matter is that maldistribution of health workers between urban and rural is consider to be virtual concern around

As a first generation Indian-American, I am no stranger to being a part of a distinct community while observing two unique cultures. In India, I saw incredible culture and history, but I also was humbled by noticing the daily struggles of a vast number of people. I recognized how some people simply do not have the luxury of opportunity and oftentimes they are stuck in poverty due to the nature of the bureaucratic system. PLFSOM is intent on integrating diversity within the educational system and exposing potential students such as myself to underdeveloped communities that require immediate healthcare. This is a crucial component for a medical student's education especially in a global world that requires students to have awareness and cultural

The number of physicians in the country has been decreasing at such a great rate that the government and other stakeholders in the health care sector are trying to camouflage this by increasing the number of foreign doctors practicing in the country. The American Medical Association has been trying to promote these re-entry programs designed for physicians since the year 2009 to help curb this problem. There are many people who can see what the problem is, but it is not possible for them to do much about it. Physicians also see this problem, and they are well aware of why the shortage is arising, but they are also unable to do much to prevent the issue. There are many problems that lead to the shortage of physicians, and unless something is done, it will continue escalating ADDIN EN.CITE Lynch19721573(Lynch, 1972)1573157317Lynch, MichaelThe Physician "Shortage": The Economists' MirrorAnnals of the American Academy of Political and Social ScienceAnnals of the American Academy of Political and Social Science82-88399ArticleType: research-article / Issue Title: The Nation's Health: Some Issues / Full publication date: Jan., 1972 / Copyright © 1972 American Academy of Political and Social Science1972Sage Publications, Inc. in association with the American Academy of Political and Social Science00027162http://www.jstor.org/stable/1040122( HYPERLINK l "_ENREF_6" o "Lynch, 1972 #1573" Lynch, 1972).

Kenya is one of many African countries that are facing many problems in the field of human resources for health (HRH). Northern Kenya is the most affected area and thus it has the lowest rates of health professionals. Insufficient and uneven distribution of health workers is one of many major causes of the crisis, especially in rural areas. Also, high migration rates, poor working environment, low wages, and gender distribution are major factors for HRH crisis in Kenya. The population of Kenya is 43.2 million, whereas the labour market only covers 16.6 million health workers. The number of people entering the job market is very high, competing with 50,000 jobs. The rates of employment in Kenya are very low and the rates of female workers are lower than men (graph1). This paper will provide a brief overview of the HRH labour market in Kenya. This paper will look at the factors that caused problems in HRH as well as provide some recommendations that may help tackle some of the HRH problems in Kenya.