Monitoring the skills mix of the health workforce
Statistics on the skills mix of the health workforce can help inform strategies to ensure the most appropriate and cost-effective combination of roles and staff.
Significant differences in levels and direction of national development and health system organization, as well as culture, lead to wide variations in the roles and tasks of health workers. Comparative analyses within and across countries and over time of skills mix indicators can be enhanced through the setting and use of common definitions and classifications.
The International Standard Classification of Occupations (ISCO) is a framework for mapping and aggregating information on subgroups of the workforce according to assumed differences in skill level and skill specialization required to fulfill the tasks and duties of jobs.
It is intended to serve as a model to facilitate communication about occupations, to enhance comparability of data on the workforce mix from different and to make it possible for data and information on workers obtained from different sources to be produced in a form which can be useful for research as well as for decision-making and action.
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Global efforts for strengthening the information and evidence base on human resources for health
Many countries lack the human resources needed to deliver essential health interventions for a number of reasons, including limited production capacity, migration of health workers within and across countries, poor mix of skills and gender imbalances. The formulation of national policies and plans in pursuit of health workforce development goals requires sound information and evidence. This paper discusses a number of dimensions for improving the global evidence base on human resources for health.
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Models and tools for health workforce planning and projections
The formulation of national human resources for health policies and strategies requires evidence based planning to rationalize decisions. A range of tools and resources exists to assist countries in developing a national HRH strategic plan. Such plans normally include short and long term targets and cost estimates for scaling up education and training for health workers, reducing workforce imbalances, strengthening the performance of staff, improving staff retention, and adapting to any major health sector reforms, while being harmonized with broader strategies for social and economic development.
The objective of this paper is to take the stock of available methods and tools for health workforce planning and projections, and describe the processes and resources needed to undertake such an exercise.
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