There are several issues with Sri Lanka's human resources for health including shortages of specialists and allied health professionals, lack of coordination between HRH producers and users, migration of health workers, and maldistribution of doctors and health professionals across provinces. Proposed policy changes include establishing a dedicated HRH unit to coordinate workforce planning and set targets, providing improved training for allied health professionals, and implementing incentives to retain health workers in rural areas.

1. HUMAN RESOURCES FOR HEALTH. –HUMAN RESOURCES FOR HEALTH. –
SOME ISSUES CALLING FOR POLICY CHANGESOME ISSUES CALLING FOR POLICY CHANGE..

2.  Adequacy of NumbersAdequacy of Numbers

3. DOCTORS PER 100,000 POPULATIONDOCTORS PER 100,000 POPULATION

2005 Sri Lanka 2010 Sri Lanka2005 Sri Lanka 2010 Sri Lanka
 Non specialist doctorsNon specialist doctors
 In GovtIn Govt 8060 (+5500) 135608060 (+5500) 13560
 Specialist doctorsSpecialist doctors 829 2087829 2087
 GPs + PNHs 1784 1784GPs + PNHs 1784 1784
 --------------------------------------------------------------------------------------------------------------
Total 10,643 17431Total 10,643 17431
------------------------------------------------------------------------------------------------------------
Drs per 100,000 55.2 90.5Drs per 100,000 55.2 90.5
 Global averageGlobal average 170 / 100,000 population170 / 100,000 population
 South Asian averageSouth Asian average 40 +40 +
 Sri LankaSri Lanka 55.255.2
 BangladeshBangladesh 2323
 IndiaIndia 5151
 NepalNepal 0505
 PakistanPakistan 6666
 MalaysiaMalaysia 67.267.2

4. Non Specialist and Specialist Doctors and GeneralNon Specialist and Specialist Doctors and General
Practitioners per 100,000 populationPractitioners per 100,000 population
 55.2 Drs per 100,000 pop’n55.2 Drs per 100,000 pop’n (2006) - one per 1811(2006) - one per 1811
personspersons
 90.5 Drs per 100,000 pop’n90.5 Drs per 100,000 pop’n (2010) one per 1100(2010) one per 1100
personspersons
ISSUE - MIGRATIONISSUE - MIGRATION
 4.8 spec’s per 100,000 pop’n(2006) one per 230004.8 spec’s per 100,000 pop’n(2006) one per 23000
personspersons
 10.8spec’s per 100,000 pop’n(2010) one per 900010.8spec’s per 100,000 pop’n(2010) one per 9000
personspersons
 Singapore 63 , New Zealand 82, South AfricaSingapore 63 , New Zealand 82, South Africa 8.88.8
 1504 Specialists Board Certified by PGIM up to December 20061504 Specialists Board Certified by PGIM up to December 2006
 Approx 43% more than current specialist cadre of MoHApprox 43% more than current specialist cadre of MoH
 ISSUE - MIGRATIONISSUE - MIGRATION

5.  Migration of both newly qualified doctors ofMigration of both newly qualified doctors of
Board Certified specialists and specialistsBoard Certified specialists and specialists
in training is an issue to be addressed.in training is an issue to be addressed.
 Issue of coordination.Issue of coordination.

6.  General PractitionersGeneral Practitioners
 2.8 GPs per 100,000 pop’n – one2.8 GPs per 100,000 pop’n – one
per 35,000 personsper 35,000 persons
What policies will reverse thisWhat policies will reverse this
trend?trend?

7.  Do we know how many doctors weDo we know how many doctors we
need for Sri Lanka?need for Sri Lanka?
 Lack of coordination, dialogue andLack of coordination, dialogue and
policy between the production linepolicy between the production line
(MoHE) and the consumer (MoH) .(MoHE) and the consumer (MoH) .
 No clear government policy on theNo clear government policy on the
opening of private medical colleges?opening of private medical colleges?

8.  MALDISTRIBUTIONMALDISTRIBUTION

9. ProvinceProvince
NonNon
SpecialistSpecialist
DrDr
/100,000/100,000
PopPop
SpecialistSpecialist
Dr/Dr/
100,000100,000
poppop
Number ofNumber of
GPsGPs
PopulationPopulation
densitydensity
persons perpersons per
sq. KMsq. KM
(2002)(2002)
Rural &Rural &
EstateEstate
Doctors perDoctors per
100,000100,000
PopulationPopulation
WesternWestern 1,5151,515 68%68%
SouthernSouthern 3636 3.73.7 3232 427427 88.5%88.5% 43.843.8
Sabara’Sabara’ 29.429.4 3.23.2 1212 367367 34.834.8
CentralCentral 44..244..2 44 2525 437437 88.6%88.6% 52.452.4
N.WestN.West 32.132.1 2.52.5 3636
(6.5%)(6.5%)
291291 95%95% 37.437.4
UvaUva 30..230..2 33 22 142142 92.5%92.5% 35.535.5
N.CentrN.Centr 3636 3.53.5 22 115115 95%95% 40.440.4
NorthNorth 3131 3.23.2 22 126126 90%90%
EastEast 24.524.5 2.32.3 22 154154 7979
Sri lankaSri lanka 38.538.5 4.34.3 554554 302302 ???? 55.255.2
51.4 7
441
79.6%
71.3
30.7
30.5

10.  What policy directions will beWhat policy directions will be
able to improve the distributionable to improve the distribution
of HRHof HRH

11.  TRAININGTRAINING

12. DOCTORS (Ministry of HigherDOCTORS (Ministry of Higher
Education)Education)
AHPs (Ministry ofAHPs (Ministry of
Health)Health)
RecruitmentRecruitment RegularRegular Some categories haveSome categories have
not been recruitednot been recruited
regularlyregularly
TrainingTraining
facilitiesfacilities
PhysicalPhysical
EquipmentEquipment
Teaching staffTeaching staff
CurriculumCurriculum
Quality ControlQuality Control
SatisfactorySatisfactory
SatisfactorySatisfactory
Adequate. Teacher trainingAdequate. Teacher training
opportunities in 5 of 8opportunities in 5 of 8
Satisfactory. Traditional-modernSatisfactory. Traditional-modern
Yes through UGC and SLMCYes through UGC and SLMC
c/o poor facilitiesc/o poor facilities
InadequateInadequate
Insufficient trained teachersInsufficient trained teachers
Lack of regular curriculumLack of regular curriculum
review and revision.review and revision.
No mechanisms for QCNo mechanisms for QC
Attrition rateAttrition rate LowLow High – partly due toHigh – partly due to
delays in recruitmentdelays in recruitment
processprocess
Adequacy toAdequacy to
meet servicemeet service
demanddemand
adequateadequate inadequateinadequate
Avenues forAvenues for
post basicpost basic
trainingtraining
adequateadequate NoneNone

13.  There is the issue of an urgentThere is the issue of an urgent
need for clearer career paths forneed for clearer career paths for
AHPsAHPs

14.  Problem of policy implementationProblem of policy implementation
 lack of monitoring the time basedlack of monitoring the time based
implementation of policy decisions.implementation of policy decisions.
 No target oriented approach.No target oriented approach.

15. Summary of Main problemsSummary of Main problems
 Specialists and AHPs are in short supply.Specialists and AHPs are in short supply.
 HRH planning and implementation appears to lack a targetHRH planning and implementation appears to lack a target
oriented approach e.g. there are no projected targets fororiented approach e.g. there are no projected targets for
AHPs and doctors .AHPs and doctors .
 There is a lack of coordination, dialogue and policyThere is a lack of coordination, dialogue and policy
between HRH producers, the Ministry and other usersbetween HRH producers, the Ministry and other users
such as the private sector.such as the private sector.
 Migration is a problem in all categories- doctors, specialistsMigration is a problem in all categories- doctors, specialists
and AHPsand AHPs
 There is maldistribution of doctors, General practitioners,There is maldistribution of doctors, General practitioners,
Specialists and AHPsSpecialists and AHPs
 AHP training is not state of the art.AHP training is not state of the art.
 There are no avenues for post basic training in the case ofThere are no avenues for post basic training in the case of
AHPs.AHPs.
 There are issues concerning policy implementation andThere are issues concerning policy implementation and
monitoring of a time based plan.monitoring of a time based plan.
 No mechanisms for monitoring performance and quality ofNo mechanisms for monitoring performance and quality of
care of the health personnel.care of the health personnel.

16.  Suggested policies to addressSuggested policies to address
these problems:-these problems:-

17. • To set up a comprehensiveTo set up a comprehensive
knowledge and information systemknowledge and information system
to support decision making. This wouldto support decision making. This would
include research findings which wouldinclude research findings which would
provide an evidence base for decisionprovide an evidence base for decision
making.making.
• To develop an efficient state of the artTo develop an efficient state of the art
workforce management systemworkforce management system
that will maintain a firm grip onthat will maintain a firm grip on
recruitment, training, discipline andrecruitment, training, discipline and
distribution. The sheer size of thedistribution. The sheer size of the
healthhealth workforce being aboutworkforce being about
90,00090,000 demands this.demands this.

18. • To establish an adequately staffed andTo establish an adequately staffed and
separate HRH unit/directorateseparate HRH unit/directorate
preferably under the dedicated service of apreferably under the dedicated service of a
Deputy Director General of Health Services.Deputy Director General of Health Services.
• There should be feeder units/committees inThere should be feeder units/committees in
the provinces. The unit should search for athe provinces. The unit should search for a
model to work with the provincial councils,model to work with the provincial councils,
who are important stake holders.who are important stake holders.
• The unit could also coordinate the productionThe unit could also coordinate the production
of HRH and set targets and coordinate andof HRH and set targets and coordinate and
monitor achievements of targetsmonitor achievements of targets

19. • To set up aTo set up a National HumanNational Human
Resource for Health CommitteeResource for Health Committee thatthat
would work with this unit and monitorwould work with this unit and monitor
progress.progress.
• This committee could also commissionThis committee could also commission
research studies into emerging issues asresearch studies into emerging issues as
and when necessary.and when necessary.

20.  FUNDINGFUNDING

21.  To stem migration of doctors, specialists and AHPs.To stem migration of doctors, specialists and AHPs.
E.g.E.g.
 reduce the gap between qualifying and internship.reduce the gap between qualifying and internship.
Consider granting MBBS certification after internship andConsider granting MBBS certification after internship and
not before as is done now.not before as is done now.
 Re-introduce the five year service bond that was inRe-introduce the five year service bond that was in
operation in the 60s and 70s.operation in the 60s and 70s.
 High salaries, more satisfying working conditions, andHigh salaries, more satisfying working conditions, and
better educational prospects for children .. An investmentbetter educational prospects for children .. An investment
in housing by the Ministry for peripheral hospitalin housing by the Ministry for peripheral hospital
personnel.personnel.
 Forward planning of placements for specialists who are toForward planning of placements for specialists who are to
return from overseas training.return from overseas training.
(Lack of facilities in the stations they are sent to frustrates many who(Lack of facilities in the stations they are sent to frustrates many who
return with every good intention of putting into practice the skills theyreturn with every good intention of putting into practice the skills they
have acquired.)have acquired.)

22.  To provideTo provide state of the art basic training instate of the art basic training in
the case of nurses and AHPsthe case of nurses and AHPs andand
opportunities foropportunities for post basic trainingpost basic training andand
upward educational mobility.upward educational mobility.
 To this endTo this end Boards of StudyBoards of Study of experiencedof experienced
persons in the field including consultants inpersons in the field including consultants in
universities and the Ministry of Health coulduniversities and the Ministry of Health could
review, revise and oversea study programmesreview, revise and oversea study programmes
and examinations.and examinations.
 Post basic trainingPost basic training could be provided for AHPscould be provided for AHPs
selected on defined criteria on aselected on defined criteria on a block releaseblock release
basis.basis.

23.  To plan measures to increase productivity andTo plan measures to increase productivity and
inducements to serve at the periphery. e.g.inducements to serve at the periphery. e.g.
 IIntroduce a scheme of performance based promotionsntroduce a scheme of performance based promotions
and salary increments for all categories of HRH.and salary increments for all categories of HRH.
 Introduce effective grievance handling mechanisms.Introduce effective grievance handling mechanisms.
 Creating a work environment where people can developCreating a work environment where people can develop
their full potential and lead productive, creative lives intheir full potential and lead productive, creative lives in
accord with their needs and interests.accord with their needs and interests.
 Providing a work conducive environment especially at theProviding a work conducive environment especially at the
periphery for all categories of HRH.periphery for all categories of HRH.
 Special incentives for those posted to the periphery, e.g.Special incentives for those posted to the periphery, e.g.
special allowances, housing ,and arrangements forspecial allowances, housing ,and arrangements for
schooling of children, limited service period at theschooling of children, limited service period at the
periphery.periphery.

24. • To look for policy changes that willTo look for policy changes that will
provide a backbone of goodprovide a backbone of good
primary health care and primaryprimary health care and primary
care.care.
• To create in HRH aTo create in HRH a confidence thatconfidence that
the system is fair to all.the system is fair to all.

25.  Ultimately HRH in the system should be appropriateUltimately HRH in the system should be appropriate
in relation to :-in relation to :-
 Numbers,Numbers,
right quality,right quality,
distribution,distribution,
skill-mix,skill-mix,
competency, andcompetency, and
motivation,motivation,
working with moral principles and satisfaction toworking with moral principles and satisfaction to
provide care responsive to local and national healthprovide care responsive to local and national health
needs.needs.

26. Thank YouThank You

27.  Following to receive Diploma Certificates at the end of the 2Following to receive Diploma Certificates at the end of the 2
year period:-year period:-
• MLTsMLTs
• Ophthalmic TechnologistsOphthalmic Technologists
Radiographers to receive a Diploma at the end of a supervisedRadiographers to receive a Diploma at the end of a supervised
period of internshipperiod of internship
The following to receive a Certificate of proficiency at the endThe following to receive a Certificate of proficiency at the end
of the training period.of the training period.
MicroscopistsMicroscopists
CardiographersCardiographers
Curriculum to be reviewed, redrafted and qualificationCurriculum to be reviewed, redrafted and qualification
determined for EEG recordistsdetermined for EEG recordists

28.  Criteria for post basic trainingCriteria for post basic training
• Performance at previous examinationsPerformance at previous examinations
• Record of performance at workRecord of performance at work
• Attendance at workAttendance at work
• Conduct at workConduct at work
 Post basic training on a Block Release basisPost basic training on a Block Release basis
 PGIM model for training AHPsPGIM model for training AHPs

29. Medical
Laboratory
Technologists
Radiographers Physiotherapists ECG Recordists EEG Recordists
No. Rate No. Rate No. Rate No. Rate No. Rate
871 4.6 342 1.8 219 1.2 158 0.8 37 0.2
Rate per 100,000 population
Source : Annual Health Bulletin 2002 Medical Statistics Unit
Allied Health Professionals in SL, September 2002

30. Dhaka DeclarationDhaka Declaration aimed at…aimed at…
 Developing national policies andDeveloping national policies and
regulationsregulations
 Developing and implementingDeveloping and implementing
national HRH strategic plansnational HRH strategic plans
 Increasing training capacityIncreasing training capacity
 Strengthening HR P&M capacityStrengthening HR P&M capacity
 Involving global and regionalInvolving global and regional
networksnetworks
 Mobilizing adequate resourcesMobilizing adequate resources

31. ProvinceProvince ChestChest
PhysiciaPhysicia
nsns
GenitoGenito
UrinaryUrinary
SurgeonSurgeon
ss
PlasticPlastic
SurgeonSurgeon
ss
RheumatRheumat
ologistsologists
NeonatolNeonatol
ogistsogists
NephroloNephrolo
gistsgists
ChemicaChemica
ll
PathologPatholog
istsists
WesternWestern
SoutherSouther
nn
XX XX XX XX
SabaragSabarag
amuwaamuwa
XX XX XX XX XX XX
CentralCentral XX XX XX
N. WestN. West XX XX XX XX XX
UvaUva XX XX XX XX XX XX XX
N.N.
CentralCentral
XX XX XX XX XX XX
NorthNorth XX XX XX XX XX XX XX
EastEast XX XX XX XX XX XX XX

32. ProvinceProvince CardiologIsCardiologIs
tsts
VenereolgVenereolg
istist
Dermatolo.Dermatolo. Neuro’sNeuro’s Orth.Orth.
SurgeoSurgeo
nsns
Vascul.Vascul.
SurgeoSurgeo
nsns
NeuroNeuro
SurgeoSurgeo
nsns
Paed.Paed.
SurgeonsSurgeons
CadioCadio
ThoracicThoracic
SurgeonsSurgeons
CancerCancer
SurgeoSurgeo
nsns
Oncol’sOncol’s
WesternWestern
SouthernSouthern XX XX XX
Sabara’Sabara’ XX XX XX XX XX
CentralCentral XX
N.WestN.West XX XX XX XX XX XX
UvaUva XX XX
XX XX XX XX
N.CentrN.Centr XX XX XX XX XX
NorthNorth XX XX
XX XX XX XX XX XX XX
EastEast XX XX
XX XX
XX XX XX XX XX XX XX

33. NURSING IN PRIVATE SECTORNURSING IN PRIVATE SECTOR
 Private sector tends to neglectPrivate sector tends to neglect planningplanning forfor
nurses in different categories during setting upnurses in different categories during setting up
private sector institutionsprivate sector institutions
 The many training programmes presentlyThe many training programmes presently
availableavailable vary in qualityvary in quality and duration of trainingand duration of training
 Criteria and standardsCriteria and standards should be set forshould be set for
nurse’s training courses in the private sector e.g.nurse’s training courses in the private sector e.g.
Indian Nurses Council CriteriaIndian Nurses Council Criteria
 CommitteeCommittee should be set up for this purpose.should be set up for this purpose.
E.g. Senior nursing personnel and MedicalE.g. Senior nursing personnel and Medical
personnel with interest in nursingpersonnel with interest in nursing

34. MEETING DEMANDS FOR NURSESMEETING DEMANDS FOR NURSES
TRAININGTRAINING
 Nursing Teachers-Nursing Teachers-
• insufficient.insufficient.
• Only qualified nursing teachers should be used in public andOnly qualified nursing teachers should be used in public and
private sectorprivate sector
• Regular teacher training programmesRegular teacher training programmes
• Those teaching special areas should be sent for training abroadThose teaching special areas should be sent for training abroad
in addition to local training.in addition to local training.
 SchoolSchool for nursing teachersfor nursing teachers
 Teaching ofTeaching of English language skillsEnglish language skills should improveshould improve
 Better library facilitiesBetter library facilities
 Medical equipmentMedical equipment for trainingfor training
 OnlyOnly hospitals with specified standardshospitals with specified standards to be used forto be used for
nurses training e.g. at least 150 beds and specifiednurses training e.g. at least 150 beds and specified
specialtiesspecialties

35. CAREER LADDERCAREER LADDER
 Career opportunities limited in bothCareer opportunities limited in both
private and public sectorprivate and public sector
 Public sectorPublic sector
• Grade 11Grade 11
• Grade 1Grade 1
• Special GradeSpecial Grade
• Director nursingDirector nursing
 Suggested-Suggested- clinical nursing specialistsclinical nursing specialists
andand clinical teachers in specialized areasclinical teachers in specialized areas..

36. OTHER ISSUESOTHER ISSUES
 Lack of involvement of nurses in decisionLack of involvement of nurses in decision
making and policy planningmaking and policy planning
 Controlling body for nursing matters. ActControlling body for nursing matters. Act
of Parliament for Nurses Council passed inof Parliament for Nurses Council passed in
1989 but not yet operational1989 but not yet operational
 No regular updating of nursing curricularNo regular updating of nursing curricular
 Inadequate opportunities for senior nursesInadequate opportunities for senior nurses
to be exposed to newer trends into be exposed to newer trends in
managementmanagement

37. OTHER ISSUES (CONTD)OTHER ISSUES (CONTD)
 Inadequate Continuing Professional DevelopmentInadequate Continuing Professional Development
(CPD) programmes for all levels of nurses(CPD) programmes for all levels of nurses
 Distribution of nurses not equitableDistribution of nurses not equitable
 Provision of adequate supplies for good nursingProvision of adequate supplies for good nursing
carecare
 Nurses burdened with many non-nursing dutiesNurses burdened with many non-nursing duties
 Doctor:Nurse relations show room forDoctor:Nurse relations show room for
improvementimprovement
 WelfareWelfare
• Better working conditionsBetter working conditions
• Salaries commensurate with their responsibilitiesSalaries commensurate with their responsibilities
• More opportunities for post basic education in the country andMore opportunities for post basic education in the country and
overseasoverseas

38. BackgroundBackground
 A technical consultation was held in Washington, DC,A technical consultation was held in Washington, DC,
on December 14-15, 2005, to develop an HRH Actionon December 14-15, 2005, to develop an HRH Action
Framework to supportFramework to support "an effective and sustainable"an effective and sustainable
health workforce”health workforce”
 Sponsored by WHO and USAID, the consultationSponsored by WHO and USAID, the consultation
consisted of multilateral and bilateral agencies,consisted of multilateral and bilateral agencies,
donors, partner countries, NGOs and members of thedonors, partner countries, NGOs and members of the
academic community.academic community.
 WHO included theWHO included the frameworkframework in The World Healthin The World Health
Report 2006: Working together for health.Report 2006: Working together for health.

39. HAF : action fieldsHAF : action fields

40. HRH Action Framework
tools for an effective and sustainable health workforce
BETTER
HEALTH
SERVICES
Equity
Effectiveness
Efficiency
Accessibility
BETTER
HEALTH
OUTCOMES
other health
system
components
country
specific context
including
labour market
Improved
Health
Workforce
Outcomes
Situation
analysis
Preparation
& Planning
Implem
entation
M & E
Policy
Leadership
Partnership Education
Finance
H R M
Systems
Go to CD-Rom /
Internet
Critical
Success
Factors

41. How components link to eachHow components link to each
other: illustrative exampleother: illustrative example
Situation
analysis
Preparation
& Planning
Implemen
tation
M & E
Policy
Leadership
Partnership Education
Finance
H R M
Systems
What policies or next
steps are needed to
maximize training
capacity at the country
level and within the
region?
How to maximize effective utilization
of available funding for health
through better harmonization and
alignment of partner funding behind
national plans?

42. Illustrative indicatorsIllustrative indicators
•Ratio of graduates of pre-service training
programs to projected demand by type of
health worker.
•Attrition of students in pre-service
education programs.
•Number of certified lecturers/tutors
employed by pre-service institutions by
cadre and geographic location.
•Agreements in place between MoH and other
health providers to supplement the delivery of
health services.
•Mechanisms in place to mobilize community
support for health services.
•Mechanisms in place for coordination of key
stakeholders (including donors)
Situation
analysis
Preparation & Planning
Implementation
M & E
Policy
Leadership
Partnership Education
Finance
H R M
Systems

43. Health Workforce inHealth Workforce in
SEAR CountriesSEAR Countries
The First Conference of the Asia-PacificThe First Conference of the Asia-Pacific
ActionAction
Alliance on Human Resources for HealthAlliance on Human Resources for Health
(AAAH)(AAAH)
28-31 October 2006, Thailand28-31 October 2006, Thailand
Dr Myint HtweDr Myint Htwe
WHO/SEAROWHO/SEARO

44. WHO’s ResponseWHO’s Response
 Resolution WHA57.19 (2004): ‘Challenge posed by the
international migration of health personnel’
 Resolution WHA59.23 (2006): ‘Rapid scaling up of
health workforce production’
 Resolution WHA59.27 (2006): ‘Strengthening nursing
and midwifery’
 World Health report 2006: ‘Working together for Health’
highlights importance of health workforce
 WHO launched Global Health Workforce Alliance (2006)

45. SEARO’s Response (2006)SEARO’s Response (2006)
 ““Dhaka Declaration”Dhaka Declaration”, August 2006, August 2006
 SEA/RC59/R6:SEA/RC59/R6: “Strengthening“Strengthening
the Health workforce in South-the Health workforce in South-
East Asia”East Asia”
 SEA/RC59 endorsedSEA/RC59 endorsed “SEA Regional“SEA Regional
Strategic Plan for Human ResourceStrategic Plan for Human Resource
Development”Development”

46. Regional Strategic Plan forRegional Strategic Plan for
Human Resource DevelopmentHuman Resource Development
Goal:Goal:
 A health workforce responsive to the healthA health workforce responsive to the health
needs of the populationneeds of the population
Vision:Vision:
 Achieving optimum health outcomesAchieving optimum health outcomes
through effective health services… balancedthrough effective health services… balanced
distribution of sufficient, competent & highlydistribution of sufficient, competent & highly
motivated health workforcemotivated health workforce
Mission:Mission:
 Strengthen capacity in planning, training,Strengthen capacity in planning, training,
developing and managing HR to meet thedeveloping and managing HR to meet the
increasing health demandsincreasing health demands

47. Guiding PrinciplesGuiding Principles
 Decision-making based on soundDecision-making based on sound
evidenceevidence
 Aiming equitable distribution forAiming equitable distribution for
HRHR
 Targeting poor and unreachedTargeting poor and unreached
 Considering socio-cultural,Considering socio-cultural,
political and economic contextpolitical and economic context
 Minimising gender imbalancesMinimising gender imbalances
 Creating healthy workCreating healthy work

48. StrategiesStrategies
 Strengthening data collection, analysis,
interpretation and utilization
 Policy development, regulation and
legislation
 Scaling up HR production
 Knowledge generation and management
 Capacity building on HRH management
 Regional partnership building
 Quality assurance in training
 Increasing investment

49. Way Forward..Way Forward..
 Finalizing Regional Strategic PlanFinalizing Regional Strategic Plan
for HR Development with countryfor HR Development with country
consultation in December 2006consultation in December 2006

50. NATIONAL OBJECTIVES FOR HRH toNATIONAL OBJECTIVES FOR HRH to
2010 and 20202010 and 2020
VietnamVietnam
TargetsTargets 20102010 202202
00
Ratio doctor/ nursesRatio doctor/ nurses 3,53,5 4-54-5
Ratio doctor/ 10,000 inhabitantsRatio doctor/ 10,000 inhabitants 77 88
Ratio pharmacist / 10,000Ratio pharmacist / 10,000
inhabitantsinhabitants
11 2-2-
2.52.5

51. Our views have increased the markOur views have increased the mark
of the 20,000of the 20,000
 Thank you viewersThank you viewers
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collaboration, partnerscollaboration, partners..

52. This platform has been started by ParveenThis platform has been started by Parveen
Kumar Chadha with the vision that nobodyKumar Chadha with the vision that nobody
should suffer the way he has suffered because ofshould suffer the way he has suffered because of
lack and improper healthcare facilities in India.lack and improper healthcare facilities in India.
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