The Human Resources For Health

The current salary for a newly qualified Level 1.1 registered nurse is $63,770, at 1st July, 2015, subject to shift loading allowance and superannuation contributions (Government of Western Australia Department of Health, 2015). In Australia this wage will support one person comfortably. However, a recent Australian Nursing Federation survey suggests that the Australian nursing shortage is compounded by feelings of being undervalued and underpaid, stating “100 per cent of nurses said they believed governments undervalue the role of nurses in Australia” with many nurses considering leaving the nursing profession (Health Times, 2015, para.4). The pay structure in Malawi however, is in stark contrast. The current salary of a newly qualified nurse is K20,000 to K40,000 per month in government hospitals, comparable to AU$75 per month or AU$900 per year (Wage Indicator Foundation, 2015). This wage in Malawi will buy the bare necessities for a single person. In 2005, the Emergency Human Resource Program was initiated as a retention incentive to nurses in the public health care system (Global Fund Observer, 2014). This program, funded by the Global Fund and the U.K’s Department for International Development (DFID) ran over a six year period providing a 52% increase in salary to all nurses. More recent analysis of the program in 2008, has proven that it

Most production-centered managers tend to be focus on the task, manufacturing management is production-centered. The work is ordinarily highly repetitive, many units of output are similar, outputs are occasionally schedule with accuracy, and the job can be defined in detail. In production-centered situation, employees are sometimes assigned to workstations. There are production requirement to keep up with the pace of assembly line, and the employees have little control over how they complete

Maintains the agenda, arranges travel, and coordinates meetings, conference calls and appointments on behalf of the Manager. Organizes and coordinates the meetings and conference calls of unit staff, special project teams and working groups.

Human resource department is the field that takes control of training and overseeing employees. Therefore, it is important for HR personnel to develop and maintain some skills and knowledge in that field. Based on the CIPD HR professional map, there are some strategies, insights and solutions that can be followed. One of them is to ensure that Individuals understand the organization 's external goals and objectives and the different functions within it. Through understanding what should be done, employees will be able to focus on what they can do to help their organizations. Moreover, promoting leadership among teams and encouraging people to lead and make decisions is one of the most successful strategies used nowadays to

The Human Resources Department is a critical component in the health care workforce. They are in many ways the backbone of an organization as they handle a variety of issue that employee have. Some of the most complicated issues that Human Resources has to deal with is disability discrimination. The reason this subject is very difficult is because of the acts that protect the disabled from discrimination. First there is the Rehabilitation Act of 1973 and the second is the Americans with Disabilities Act. These acts cast a wide shadow over what is discrimination and what is not, but not every situation can be visibly seen as discrimination or not as there are many other factors that come into play. The Human Resources department not only has to deal with issue of internal discrimination but also discrimination in hiring practices. This department has to be knowledgeable enough to distinguish what is discrimination and what is not and help to make proper decisions that are best for the employee or job applicant and the employer.

In “Doctors Without Orders”, the writer gave us the example of the failure of public health delivery. It cannot be denied that we only focused on innovation and specific need such as X-RAY machines, water, electricity, training, drugs, or the treatment when we talk about the health care delivery to poor courtiers. We invest billions on those requirements and forget to pay attention to good management. Ruxin gave us an idea how to apply the health care system in poor countries as a business which needs professional managers. He thought that to have a better health care delivery system, we need both business and communications experts along with well-trained health care providers. He mentioned the Global Healthcare Delivery Project (GHD) a new

“Primary health care and public health care services are managed through four geographic divisions” (Roberts, G., Irava, W., Tuiketei, T., Nadakuitavuk, R., Otealag, S., Singh, S., ... Chang, O, 2011). The mission statement of the MOH is “providing high quality health care delivery service by a caring and committed workforce. And working with strategic partners through good governance, appropriate technology and appropriate risk management, facilitating a focus on patient safety and best health status for the citizens of Fiji” (Guiding Principles, 2014). Even though, medical facilities and sub-divisional hospitals have been implemented, the citizens of Fiji are still having problems with being able to access healthcare and other services. According to Neil Sharma, “inadequate pharmaceutical supplies and manpower shortages have resulted in inadequate peripheral care. Limited financial resources and lack of health planning are contributing to deteriorating primary health care delivery” (Sharma, 2011). Other missionary groups such as The Mission of Natuvu Creek are providing, medical, dental, and vision services to the poorer communities in Vanua Levu. Their mission is to “serve the rural people of Fiji through the provision of world-class medical/dental care, education, job training and counseling in healthful living and spiritual growth” (The Mission at Natuvu Creek, 2012). Most Fijians still consider treated aliments either via Westernized Modern medicine or holistic

“Primary health care and public health care services are managed through four geographic divisions” (Roberts, G., Irava, W., Tuiketei, T., Nadakuitavuk, R., Otealag, S., Singh, S., ... Chang, O, 2011). The mission statement of the MOH is “providing high quality health care delivery service by a caring and committed workforce. And working with strategic partners through good governance, appropriate technology and appropriate risk management, facilitating a focus on patient safety and best health status for the citizens of Fiji” (Guiding Principles, 2014). Even though, medical facilities and sub-divisional hospitals have been implemented, the citizens of Fiji are still having problems with being able to access healthcare and other services. According to Neil Sharma, “inadequate pharmaceutical supplies and manpower shortages have resulted in inadequate peripheral care. Limited financial resources and lack of health planning are contributing to deteriorating primary health care delivery” (Sharma, 2011). Other missionary groups such as The Mission of Natuvu Creek are providing, medical, dental, and vision services to the poorer communities in Vanua Levu. Their mission is to “serve the rural people of Fiji through the provision of world-class medical/dental care, education, job training and counseling in healthful living and spiritual growth” (The Mission at Natuvu Creek, 2012). Most Fijians still consider treated aliments either via Westernized Modern medicine or holistic

I have learned so numerous things in healthcare, and I would like to address how to improve health care in the developing countries. HIV, maternal and infant mortality are some of the ongoing issues. The ratio physician to population

The purpose of this paper is to create a health profile of the country of Malawi identifying the state of the overall health of the country based on specific health issues. Malawi has a population of 15,263,000. The average lifespan for males is 44 years and the average lifespan for females is 51 years. The leading causes of death in Malawi are HIV/AIDS, Lower Respiratory Infections, Malaria, Diarrheal Disease, and Perinatal Conditions. Infant mortality has a rate of 58 deaths for every 1,000 live births (Bowie, 2006).

I give the instructor, Dr. Ashish Chandra, permission to use this assignment, Healthcare in Kenya as an example for future students and classes.

Like many managers, Dana finds herself in a frustrating situation. Dana is struggling to get results from management and from her team. With a possible corporate restructuring on the horizon, now is the time for Dana to redirect her management style to a symbolic leadership style. Leading symbolically will require Dana to make some changes (Giulioni, 2013). In order to begin fixing the human resources issues at HealthAmerica, Dana must focus on leading symbolically.

The purpose of this paper is to report on the situation in Malawi and the health of its citizens. Information gathered from several peer reviewed sources will be assessed in order to draw conclusions on the strengths and weaknesses of Malawi as a country. After a conclusion is drawn, depending on whether Malawi has been identified as a country with a strong economy and health system, or a country with a weak economy and health system, suggestions will be made for improvements. The type of suggestions made will vary depending on the situation in the country. For example, if Malawi is found to be in a healthy living situation by the end of the paper minimal suggestions will be made as to how the country can improve. If however, the country is found to be lacking severely on provision of necessities such as health service and a stable economy, then a more detailed list of improvement strategies will suggested for the benfit of the country and its citizens. Key metrics like the quality of health services, the economy, health issues, lifestyle corruption and so on will be assessed for the purpose of this paper.

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.

The draft Kenya Health Sector Strategic & Investment Plan[v](KHSSP)July 2012 – June 2018 proposes: Partnership, Governance and Stewardship- which taken together should address the health agenda towards the fulfillment of the right to health. The strategic plan proposes that within the counties, the stewardship responsibilities for health services will be exercised at three levels: the National Directorates for Health, the County health management teams, and County Health facility management teams. However, scrutiny of the prescribed responsibilities, functions and roles[vi] of these bodies portrays a continuation of dominance by MOH headquarters in matters to do with policy formulation, planning and priority setting, which leaves the county management teams to be purely concerned with programme implementation (under