Human Resource Issues under the Health Sector Reform in Ethiopia IH830 Human Resource Management (HRM) Spring 2001 ABDURAHMAN M. ADAN INTRODUCTION l The Health Sector Development Program Health Service Delivery and Quality of Care Health Facility Expansion Human Resource Development Pharmaceutical Service IEC Health Sector Management and MIS Monitoring and Evaluation <a href="/keyword/health-care-financing/" >health care financing</a> Major goals of the Human Resource Development 1. Increase the supply and productivity of health manpower. 2. Build a motivated and skilled health manpower. Manpower Development Requirements, 1998-2002 Present Manpower Region Center MOH Tigray Afar Amhara Oromia Somali Bens. Gumuz SNNPR Gambella Harari Addis Ababa Dire Dawa Total 2,376 1,644 204 3,613 4,201 518 364 2,840 82 173 3,655 424 20,094 Additional Manpower Needed 184 860 728 1,081 2,250 1,108 543 773 294 489 1,122 147 9,579 Total Manpower Needed 2,560 2,504 992 4,604 6,451 1,626 907 3,613 376 662 4,777 571 29,643 Health Sector Staffing and Distribution Ratio of personnel to population 1978 1996-97 All medical doctors 1 : 38,200 1 : 38,910 MD specialists 1 : 124,500 1 : 209,851 GMP/Health officers 1 : 60,000 1 : 49,020 Pharmacists 1 : 280,000 1 : 389,090 Nurses 1 : 20,400 1 : 13,770 Health assistants 1 : 5,400 1 : 5,400 Jimma institute of Health Science Alamayu University Statement of Problem 1. 2. 3. Shortage of manpower in terms of quantity and quality Poor performance and high attrition rate Poor distribution and inappropriate mix Statement of Problem (Cont.) 4. Uneven distribution of health staff within the rural and urban health facilities. Low government salary payment and high private sector attraction. Shortage of training opportunities. 5. 6. Statement of Solution 1. Increase the number of health manpower: Upgrading and reorientation of the training program at existing health professional training institutions. Training Community Health Workers (CHW) and Tradition Birth Attendance TBA). Introduce exit interview and performance review in order to diagnose reason for staff turnover. Statement of Solution (Cont.) 2. Increase quality training needs assessment in-service training according Guidelines Statement of Solution (Cont.) 3. Staff Motivation Conduct surveys and studies on motivation issues Revise the existing manpower guidelines Increase the salary payment and add other benefits Why Human Resource is Important l Service delivery in terms of cost and quality depends to a great extent on the e...