Assessing human resource management functions for health development in the Ejisu-Juaben District of the Ashanti Region

Human Resource for Health (HRH) is a corner stone for any health system and problems in development of HRH need to be solved as quickly and efficiently as possible if adverse effects on health are to be avoided. The shortage of health workers continues to be a problem in developing countries. Development of human resource involves planning, production and management and their activities are inter-related. The human resource management functions involve basically staffing, training and development, maintenance and motivation. This was a descriptive cross-sectional study. Professional health workers in the district public health facilities were the study population. The main objective of the study was to assess the various human resource management functions in the Ejisu-Juaben district. The purpose of the study was to provide adequate information to help decision makers to improve upon the implementation of functions for managing the human resource for health. The purposive sampling method was applied and the study units were the medical doctor, medical assistant, nurse, pharmacist and technician. A combination of data collection techniques involving key informant interviews, structured interviews, observation and the use of secondary data were employed to enhance the quality of data collected. Planning, recruitment and selection of human resource for health were activities highly centralized, and district management team had little or no role to play. Planning activities were undertaken based on when the need for staff arose. Training and development programs for health professionals were being handled efficiently. Inadequate financial resource was a constraint to implementation of training programs planned for health professionals. Inequitable selection of staff for training was also a setback. Provision of logistics and equipment was woefully inadequate for health delivery. This brought frustrations during service delivery, and 93% of staff expressed the need to have adequate basic logistics and equipment to help effective health delivery. Communication and staff meetings helped enhance teamwork. This had encouraged 93% of staff to work in the district. Accommodation facilities and free health care were provided for 64% of health staff. Eighty-two percent (82%) of health professionals interviewed expressed dissatisfaction about promotion schemes and performance appraisal of staff. There was no special incentive package for health staff working in the district and staff expected incentive package in the forms of housing loan, car loan and better conditions of work. Motivation of staff working in the district was very poor. In conclusion, staffing function was limited to distribution of health professional when they were available and was found to be inequitable. Staff training and development helped upgrade knowledge and skills of staff. Inadequate provision of adequate logistics and equipment for service delivery was a major constraint in effective delivery of care. There was inequitable selection of staff for training. It is recommended that the District health management team puts in place programs to ensure regular training of staff to improve their knowledge and skills. Funds allocation for training should be made by DHMT to improve financial support. Incentive packages should be provided for health professionals to maintain staff in deprived areas through collaboration with district Assembly. The Ghana Health service should ensure that polices on promotions and appraisals are well implemented and decentralized. Human resource for health when managed efficiently to meet health needs of the community will have positive impact on health delivery and reduce the spate of brain drain.

Source: KNUST