This document discusses human resource management in public health. It begins with defining human resource management and outlining its key features and functions. It then discusses the different domains, tiers, and categories of the public health workforce in India. It notes challenges like attrition and emigration of health workers. It outlines strategies India is taking to attract and retain skilled providers, like regulatory approaches, incentives, and educational strategies. Recent initiatives include expanding the available workforce and prioritizing underserved areas. The presentation concludes by emphasizing the need for better understanding workforce issues and using talent management strategies to develop the health workforce in India.

1. HUMAN RESOURCE
MANAGEMENT IN PUBLIC
HEALTH
MODERATOR:
DR. SMITHA M C
ASSISTANT PROFESSOR
DEPT. OF COMMUNITY MEDICINE
JSSMC MYSORE.
PRESENTED BY
DR.G.HARI PRAKASH
MPH 1ST YEAR
SCHOOL OF PUBLIC HEALTH
DEPT OF COMMUNITY MEDICINE
JSSMC MYSORE.
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2. PLAN OF PRESENTATION
1. Introduction.
2. Functions of HRM.
3. HRM Process.
4. Domains for Public Health Workforce/HR
5. 3 Tiers to the Workforce
6. HRM In Public Health in India.
7. HR Categories for Health
8. Human Resource Management Challenges
9. Indian strategies in attracting HR.
10. Recent initiatives in India.
11. Talent Management.
12. conclusion
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3. INTRODUCTION
DEF: A/c to Management sciences for health
“Human resource management is the integrated use of system, policies and management practices to
support the organization to meet its desired goal through recruitment, maintaining and development of
employees”.
Human Resource Management is a process of bringing people and organizations together so that the goals of
each are met.
The various features of HRM include:
It is pervasive in nature as it is present in all enterprises.
Its focus is on results rather than on rules.
It tries to help employees develop their potential fully.
It encourages employees to give their best to the organization.
It is all about people at work, both as individuals and groups.
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4. FUNCTIONS OF HRM
• Functions of HRM
Managerial Functions
 Planning
 Organizing
 Staffing
 Controlling
 Direction
Operative Functions
 Procurement
 Development
 Compensation
 Maintenance
 Motivation
 Integration
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5. 30%
30%
34%
47%
23%
52%
61%
73%
0% 10% 20% 30% 40% 50% 60% 70% 80%
Health policy & planning
Benefits
Deployment
Training
Performance appraisal
Supervision
Recruitment
Administration
HR Function and Staff Responsibility
Source: Global Institute for Research and Education
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6. 1/7/2021 6

7. 1/7/2021 7
8 Domains for
Public Health
HR
1.Analytical/
Assessment
skills
2.Policy
development/
Program
Planning
Skills
3.Communic
ation skills
4.Cultural
Competency
skills.
5. Community
dimensions of
practice skills.
6.Public Health
Sciences skills
7.Financial
Planning and
Management
Skills
8.Leadership
and System
Thinking
skills
DOMAINS FOR PUBLIC HEALTH WORKFORCE/HR:

8. 3 TIERS TO THE WORKFORCE
I. Front Line Staff-Entry Level
• Data collection and Analysis.
• Fieldwork.
• Program planning.
• Outreach, Communications, Customer service, Program Support.
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9. II. Program Management or Supervision Level:
1. Developing, implementing and evaluating program.
2. Supervising Staff.
3. Establishing and maintaining community partnerships.
4. Managing timelines and work plans.
5. Making policy recommendations.
6. Providing technical expertise.
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10. III. Senior Management or Executive Level:
1. Overseeing major programs or operations of organizations.
2. Setting a strategy and vision for the organization.
3. Creating a culture of quality within the organization.
4. Working with the community to improve health.
Job
Description
Job Analysis Recruitment
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11. HRM IN PUBLIC HEALTH IN INDIA
• Since India gained independence, universal and affordable health care has been
central to the planning of the country’s health system.
Attempts to establish such networks was failed due to substantial socioeconomic
and geographic inequities in access to health care and health care outcomes.
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12. FUNCTIONS OF PUBLIC
HEALTH Objectives of HRM
1. Achieve and maintain good
human relations with
public.
2. Enable each employee to
make his/her maximum
personal contribution to the
effective working.
3. Ensure the max.
development of the
individual, and to help
him/her contribute his/her
best.
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13. Health Manpower of country based
on
Health
needs
and
demands
of
populatio
n
Desired
Output
Its very important in community
health planning.
It is based on series of accepted ratios like:
1. Doctor Population Ratio.
2. Nurse-Population Ratio.
3. Bed- population Ratio.
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14. HR CATEGORIES FOR HEALTH
1. Medical Doctors and Specialists including public health specialists and
administrators.
2. Nurses, ANM’s, and allied workers includes MPWs.
3. Lab technicians, pharmacists and technical supportive staff.
4. Public health supportive staff.
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15. Category of
Manpower
Requirement for
Census 1991
In Position (30 June
2000)
Number Sanctioned Posts Needed (Gap)
Specialists at CHCs 22348 3741 6579 18607
Doctors at PHCs 22349 25506 29702 3157*
Health Educators 22349 5508 6534 16841
Pharmacists 27936 21077 22871 6859
Lab Assistants 27936 12709 15865 15227
X-ray Technicians 5587 1768 2137 3819
Nurses/ Midwife 61548 17673 22672 43785
Health Assistants- Male 22349 22265 26427 84
Health Assistants-
Female
22349 19426 22479 2923
Health Workers- Male 134108 73327 87504 60781
Health Workers-
Female
156457 134086 144012 22371
In India total no of Allopathic doctors, Nurses and Midwifes are 11..9/10,000 people.
WHO benchmark- 25.4 workers/10,000 people.
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For Example:

16. • Another Example
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17. Number of doctors per 10 000 population in India in 2009
SOURCE: India Health Beat. New Delhi: World Bank, New Delhi
and Public Health Foundation of India, 2009.
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18. HR CRISIS FOR HEALTH SECTOR IN INDIA
• However average no of Health care staff are satisfactory on national basis, but
they vary widely within the country.
• There is also a mal-distribution of manpower between rural and urban areas and
this is due to
1. Absence of amenities in rural areas.
2. Lack of job satisfaction.
3. Professional isolation.
4. Lack of rural experience.
5. Inability to adjust in rural life.
In India, doctors in urban areas-
73.6% only 24%. popln lives.
Rural population-72% and
concentration of
Doctors:??????????
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19. HUMAN RESOURCE MANAGEMENT CHALLENGES
Change in
Management
Leadership
development
Staffing
Challenges
Performance
management
and Appraisal
Rewards and
recognition
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20. ATTRITION:
• The exit of human resource for health from the organizations takes place in the form of
attrition and emigration.
• Attrition is the gradual reduction in the number of employees in the organization through
retirement, death or resignation. It is also termed as employee turnover.
EMIGRATION:
Emigration of employees means employees leaving their own country to work in other
countries for better prospects.
Source: DIOC-E database, 2012, http://www.ncbi.nlm.nih.gov/pmc/articles/PMC3926986/1/7/2021 20

21. Job Factors
Recognition
and
motivation
Wok culture,
working
conditions
Opportunitie
s within &
outside
organization
Personal ,
socio-
economic
factors ATTRITIO
N
FACTORS
PERSONAL
• Social
• Economic
Highly
Skilled
Training
• Specialization.
Conductive
Environment
• Better
Government
System
Experience
of west
provides
better
opportunity
in Homeland
EMIGRATION FACTORS
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22. INDIAN STRATEGIES IN ATTRACTING AND RETAINED
SKILLED SERVICE PROVIDERS IN RURALAND
DIFFICULT AREAS
a) Regulatory.
b) Workforce Management.
c) Incentives: Monetary & Education Incentives
d) Educational Strategies.
e) Multi-skilling existing staff.
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23. RECENT INITIATIVES IN INDIA
1. Forming the norms:
• 2ANMs per SC and 1 male MPW.
• 3Nurses/ANM per PHC and 2 medical Officers.
• 9Nurses per CHC and 5 medical specialists and 3-4 medical officers.
2. Expanding available skilled human Resource.
3. Increasing availability in priority areas.
4. Community level service providers.
5. Strengthening capacity building activity.
6. Improving workforce performance.
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24. CURRENT PUBLIC HEALTH INTERVENTIONS AND DEBATES
BASED ON PREMISE OF LOW DOCTOR-POPULATION RATIO
• Bridge course for traditional Doctors(AYUSH) towards enabling them to write a
prescription of modern medicine.
• Separate cadre of rural doctors.
• BDS towards making practice license at par with MBBS graduates.
• Expansion of legal frameworks of medical prescription by paramedics, nurses and
pharmacists.
• Relaxing retirement of medical teachers age up to 70 years.
• Relaxing retirement of government doctors from 60-65 years.
• Increasing number of medical seats at existing colleges instead of starting new
ones in area of need.
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25. TALENT MANAGEMENT:
• The first approach to solve HRH scarcity issue has seen action in the form of
policies and practices to increase the supply of health workforce to decrease the gap
between demand and supply of HRH.
• Sustainability
competitive
strategy
• Compensation
strategy and
participation
• Talent
management
practices
• Talent pool
strategy
Job
characteristic
s
Socio
economic
factors
Policies and
practices
Work culture
and working
condition
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26. CONCLUSION
• A better understanding and identification of real attributes of attrition/emigration
is needed.
• Use of talent management strategy as a successful tool to attract, acquires, develop
and retain the human resource
• Emerging economy & growing population cannot deal with scarcity of health
workforce for health.
• Hiring and training to develop health workforce aimed at providing minimum
health coverage to all.
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27. REFERENCES
1. World population prospects: the 2017 revision. Geneva: United Nations,
Department of Economic and Social Affairs, Population Division; 2017 (https://
population.un.org/wpp/, accessed 31 March 2019).
2. India: towards universal health coverage Centre of Social Medicine and
Community Health, Jawaharlal Nehru University, New Delhi, India (Prof M
Rao PhD); Public Health Foundation of India, New Delhi, India (K D Rao
PhD).
3. Rao K, Bhatnagar A, Berman P. India’s health workforce: size, composition and
distribution. In: La Forgia J, Rao K, eds. India Health Beat. New Delhi: World
Bank, New Delhi and Public Health Foundation of India, 2009.
4. Priya et.al/ Key challenges of human resources for health in India published on
GLOBAL JOURNAL OF MEDICINE AND PUBLIC HEALTH, GJMEDPH
2016; Vol. 5, issue 4.
5. Ministry of Health and Family Welfare.
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28. THANK YOU
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