The Human Resource for Health Action Framework (HAF) was developed by the WHO and USAID to provide a global framework for developing a sustainable health workforce. [HAF] has six key elements: policy, leadership, finance, partnership, education, and HRH management system. These elements operate within a cycle of situation analysis, implementation, monitoring and evaluation. A country's specific context can be added as a success factor to tailor [HAF] to different situations. The document reflects on how [HAF] provides a useful tool for resolving HR issues and future planning. When all six elements contribute equally, it can lead to an effective and efficient HR system. [HAF] can help address issues like unequal

1. Formative Assignment PG Cert HRHM 16/01/2012 11012185
Reflection on Human Resource for Health Action Frame
Work
Introduction:
HAF was developed by W.H.O (World Health Organization in 2005 with the help
of USAID (US Agency for International Development). It was initiated by Global
Health Workforce Alliance to give a global framework for the development of a
sustained workforce in health sector. It has 5 key elements namely Policy,
Leadership, Finance, Partnership, Education & 1 core Element is HRH
Management System. All these are within the cycle of situation analysis,
implementation, Monitoring & Evaluation. Another very important component of
this framework is success factors which can be according to that country’s
context which makes this framework a very useful tool for implementation.
Personal Reflection over HAF:
It was a relatively new framework for me. I found this framework very useful for
resolving HRH issues and future planning. The core element of the framework is
HRH management system and surrounding 5 elements for a successful HRH
system within a country or organization. In my view all six elements must
contribute equally to have an effective and efficient HRH. I always see the things
in its context, so as described in this framework is the country’s context to be
added as one of the success factors. Moreover strong commitment at all levels is
required for effective implementation and better outcomes.
In my opinion, by using this framework a country’s health system can address the
following issues;
• Unequal distribution of the health workforce at different levels.
• Shortage of health related services providers.
• Wastage of the skilled workforce which is different from the rest of the
HR.
• Training needs and competencies of the staff.
• Poor motivation.
• Interferences by other players in the system.
• Irrelevant or un necessary type of education.
There could be more than one tools added in this framework but as far as the
framework is concerned, it seems complete. It will address the issues of HRH in
any country or organization provided the successful implementation.