plueme/wizJson huggingface dataset:
Alzheimer’s disease (AD) is a primary common neurodegenerative disorder worldwide and increases prevalence in elder ages of life span. The critical detection of early diagnosis is the mostly important to support treatments to defense this incapacitating disease. Amyloidbeta proteins have various significant physiological or pathophysiological effects on AD progression. It was affirmed that amyloid-beta protein levels are detected for preclinical diagnosis and prognosis as a reliable biomarker for neurodegeneration. The available methods for detection of amyloid-beta proteins are time consuming and complicated operations. Herein, a gold nanoparticle-labelled dot blot immunoassays was had been developed for detection of beta amyloid 1-42 oligomers providing high potential early diagnosis for AD. The optimization of direct dot blot immunoassay assay was investigated and the interpretation of the colorimetric results can be visualized by naked eyes.
This descriptive mixed method study aimed to 1) investigate workload and factors associated with productivity of health personnel in District Health promotion Hospitals 2) describe relationship between workload and existing staffs and 3) formulate policy recommendations for health workforce planning and development. Stratified random sampling was applied to select samples for quantitative data collection. 48 District Health promotion Hospitals (DHPH) of 5 sizes (S,M,L,Extra and special size) were selected from 12 provinces in 12 health regions of Ministry of Public Health. All 336 health personnel in 48 selected DHPH were requested to record their daily time spent and productivity in electronic forms for 3 months. Purposive sampling was applied to select 8 outstanding DHPHs from 4 geographic regions across country. Focus Group Discussions were conducted, all health personnel who working in selected settings were participated. Descriptive statistic and content analysis were applied for data analysis. The main findings from this study indicated that 1) Health personnel in DHPH spent their working hours for curative activity 60%-70% more than health promotion and prevention activities which were their major responsibility 2) Comparing with staffing standard and current workload, there was shortage of health personnel in DHPH. In average each staff provided 1.2 FTE to complete their jobs. They also complaint about not balancing between their effort and reward, they did not get overtime payment and career advancement. 3) Health personnel had to share 30% of their working hours for administrative and clerical jobs which led to decrease time to provide health services. These jobs consisted of performance reporting associated with MOPH mandatory indicators, financial and accounting report, supply and inventory document and input data into management information system for various public agencies etc. These finding suggested that, MOPH should improve staffing standard and allocation, improve morale and optimize resources utilization. Moreover, development of administrative competency for directors of DHPH and re-orientation of mandatory reporting system need to be concerned as well.
The objectives of Research Project in Development of Rational Drug Use (RDU) Hospital include: (1) to support the hospitals which join the RDU Hospital Project to achieve its goal by having a plan for concrete and effective actions based on the key advice P-L-E-A-S-E, (2) to strengthen the network of hospitals within the same geographical area, and (3) to support central tools in the implementation process of the hospital and network. The participatory action research (PAR) has been used to emphasize participation and action of local personnel and administrative team in 6 networks in the northern, northeastern-upper and lower, southern, central-eastern areas and the University Hospital Network (UHosNet). The suitable approaches are analyzed through the
self-assessment of the hospital, network, and the performance indicators at the end of the project. Good practice and advice will be shared with the collaborators, stakeholders and hospitals continuing the RDU Hospital Development along with the central supporting tools. The key findings of the projects conducted within the two-year period (10/2015 to 9/2017) can be summarized as follows: (1) In cooperation with the hospitals and networks, several good actions were recognized in each aspect of the key advice P-L-E-A-S-E, which enable us to collect, recommend and distribute the report as a KM book; (2) Results of the performance indicators revealed improvement of the RDU Hospital processes and outputs in most hospitals, even if the targets are not reached in some metrics, thus imply the project success; (3) The key success factors are identified as the support of the executive team, multidisciplinary joint collaboration and the clear national policy. These also include the importance of networking of which results
showed that more members of well-established network submitted the key performance results at the end of the project; and (4) Collaboration at multiple levels were established to develop a single and unique patient information drug leaflet in the country, that will be linked to Mobile Application ‘RDU รู้เรื่องยา’ to improve the nation's health literacy in medication for Thai people. Major impacts of the research project are (1) its utilization as the development for the 15th Ministry of Public Health Service Plan started in the budget year 2017, (2) its acceptance as one of the tools being used for the healthcare accreditation process (the subjects of pharmaceutical and therapeutic committee and medication safety), (3) its support for the RDU Core Curriculum for healthcare undergraduates, and (4) its involvement to promote the adoption of 2016 Ethical Criteria for Medicinal Drug Promotion Thailand.
The objectives of Research Project in Development of Rational Drug Use (RDU) Hospital include: (1) to support the hospitals which join the RDU Hospital Project to achieve its goal by having a plan for concrete and effective actions based on the key advice P-L-E-A-S-E, (2) to strengthen the network of hospitals within the same geographical area, and (3) to support central tools in the implementation process of the hospital and network. The participatory action research (PAR) has been used to emphasize participation and action of local personnel and administrative team in 6 networks in the northern, northeastern-upper and lower, southern, central-eastern areas and the University Hospital Network (UHosNet). The suitable approaches are analyzed through the
 self-assessment of the hospital, network, and the performance indicators at the end of the project. Good practice and advice will be shared with the collaborators, stakeholders and hospitals continuing the RDU Hospital Development along with the central supporting tools. The key findings of the projects conducted within the two-year period (10/2015 to 9/2017) can be summarized as follows: (1) In cooperation with the hospitals and networks, several good actions were recognized in each aspect of the key advice P-L-E-A-S-E, which enable us to collect, recommend and distribute the report as a KM book; (2) Results of the performance indicators revealed improvement of the RDU Hospital processes and outputs in most hospitals, even if the targets are not reached in some metrics, thus imply the project success; (3) The key success factors are identified as the support of the executive team, multidisciplinary joint collaboration and the clear national policy. These also include the importance of networking of which results
 showed that more members of well-established network submitted the key performance results at the end of the project; and (4) Collaboration at multiple levels were established to develop a single and unique patient information drug leaflet in the country, that will be linked to Mobile Application ‘RDU รู้เรื่องยา’ to improve the nation's health literacy in medication for Thai people. Major impacts of the research project are (1) its utilization as the development for the 15th Ministry of Public Health Service Plan started in the budget year 2017, (2) its acceptance as one of the tools being used for the healthcare accreditation process (the subjects of pharmaceutical and therapeutic committee and medication safety), (3) its support for the RDU Core Curriculum for healthcare undergraduates, and (4) its involvement to promote the adoption of 2016 Ethical Criteria for Medicinal Drug Promotion Thailand.
The study aimed to forecast human resources for health (HRH) requirements for primary health care services in the next 10 year (2026). The HRH requirements covered both public and private sectors for 3 types of services, (1) curative and Thai traditional medical services; (2) health promotion, disease protection and health risk factor interventions; and (3) rehabilitation services for elderly care. HRH included in this study were: doctors, dental health personnel, pharmacists, nurses, public health personnel, physical therapists, Thai traditional medical personnel, and medical technologists. The combination of health need method and health demand method were used for HRH forecast. The results showed that when the primary health service system maintains the status quo, in 2026, the primary health care system required 9,826-12,009 doctors; 26,249–32,082 nurses; 16,797–20,530 public health personnel; 6,043–7,385 physical therapists; 5,880–7,186 Thai traditional medical personnel; 9,187–11,229 Thai traditional medical assistants; 4,757–5,814 dental health personnel; 1,997–2,441 pharmacists; and 578–706 medical technologists. However, when 25% service utilizations are shifted from secondary health care services to primary health care services and elderly care services in communities are increased in the future scenario, the system requires 23,523-28,751 doctors; 32,523-39,753 nurses; 6,695-8,182 pharmacists; 18,568-22,694 public health personnel; and 811-991 medical technologists.
The present study intended to provide information relevant to human resources for health (HRH) planning in Thailand. The objectives were to analyze and predict requirement for HRH including physicians, nurses, dentists, pharmacists, Thai traditional physicians, Thai traditional physician assistances, physical therapists, and medical technologists in the secondary care setting. We applied the utilization-based model and the approach developed by Segal. The study had 5 steps: (1) collecting utilization data by types of services (the public services under the Ministry of Public Health (MOPH), other public services and the private services); (2) forecasting the requirement for health services in the future using a change in demographics; (3) calculation of the total work hours that each HRH type spending on patients; (4) calculation of full time equivalence; and (5) conducting sensitivity analysis. We found that in 2026 Thailand would require more HRH: physicians 12,432 FTE; nurses 52,392 FTE; pharmacists 5,042 FTE; dentists 5,869 FTE; medical technologists 4,699 FTE; physical therapists 1,795 FTE; Thai traditional physicians 4,202 FTE; and Thai traditional physician assistants 3,043 FTE. However, if we add the other work (not only the health services work), the HRH will require more: an increase in physicians from 12,434 FTE to 14,297 FTE; pharmacists to 7,260 FTE; nurses to 60,251 FTE; dentists to 6,749 FTE; medical technologists to 5,404 FTE; physical therapists to 2,064 FTE; and Thai traditional physicians to 5,463 FTE. The current study confirms that Thailand will need more HRH in the future. It indicates the importance of demographic factor as an increase requirement on elderly health services. An increase in HRH production including financial and non-financial incentive policy options should be studied in details in the near future.
Previous forecasts of dental health work force demand in Thailand mostly used health need method, adopting health need data in professional view linked to demand for dentist only, contradicting the real practice which dentist works together with dental nurse. On the supply side, the loss rates especially for dental nurses were overlooked. The present study used different technique from the past, i.e., health demand technique mixed with service target. Scope of the present study was limited to dental health organizations with major service role. Task shift from dentist to dental nurse was assumed to be completely shifting, with no overlapping of duty. Supply side started with actual number of active personnel, then adding with actual number of students in production line and current loss rate. The result in 2026 showed 15,742-16,764 dentists in demand (dentist to population ratio of 1 : 4,217 and 1 : 3,960 respectively), and 8,669–12,140 dental nurses in demand (dental nurse to population ratio of 1 : 7,657 and 1 : 5,468 respectively), varying on proportion of clinical dental service of each profession. However, balancing the supply of and demand for both dentist and dental nurse by limiting all treatment services to dentist while health prevention and promotion services to dental nurse, the production rate of dentist can stay at the present rate, while retention rate of dental nurse should be paid higher attention.
Veterinarians have been recognized as the major profession providing services for animal health. Veterinary services do not affect only the animal health well-being, but also human health through the roles in food security and control of zoonotic diseases. Objectives of the present study were to analyze demand and supply of veterinary workforce in Thailand, using retrospective data and to project veterinary workforce in the next 10 years from 2015-2025. Simple linear regression analyses were used to analyze demands for veterinarians working with livestock in private sectors using data of poultry and swine farm veterinarians, and veterinarians working with companion animals in hospitals and clinics using data of members of the Veterinary Practitioner Association of Thailand (VPAT). Demand for veterinarians in government sectors was calculated directly from available data. Overall supply for veterinary workforce was analyzed using simple linear regression analysis, together with the analysis of employment status of veterinary graduates from 6 veterinary schools in Thailand. Results from analysis of demand for veterinary workforce showed that numbers of poultry farm veterinarians, swine farm veterinarians and VPAT members were increased by 123.75 ± 5.13 person/year, 122.52 ± 6.33 person/year and 453.20 ± 29.16 person/year, respectively. Overall supply for veterinarians was increased by 431 person/year. Most veterinarians work with companion animals in hospitals and clinics (49.86%), followed by veterinarians working with livestock in private sectors (21.95%) and veterinarians in government sectors (10.23%). Veterinary workforce in Thailand is still in shortage. Policy of workforce planning for veterinary profession is urgently necessary.
Thailand is encountering problems regarding the economic, social and political instability leading to inequality. Significant factors affecting the next decade health system include the complete aged Thailand, increment urban communities, more frequent and severe natural disasters, emerging infectious animal and plant diseases related to migration and increasing chronic diseases. In this regard, the National Human Resource for Health Committee has appointed a subcommittee to study public health human resources planning for the next decade. Human resources requirements can be forecasted through the demand and supply projection. The demand projection relies on a health demand approach involving only the service setting, and population ratio. The findings of the study revealed that most public health human resources are currently working for the Ministry of Public Health, i.e., sub-district health promoting hospital, followed by district public health office, and community hospital. At present, there are at least 76 educational institutes producing public health graduates by offering both 4 year bachelor’s degree program and continuing bachelor’s degree program, at a capacity ranging from 30–3,776 persons/institute/year. The public health human resources demand projection over the next decade found that if the production capacity of public health human resources remains unchanged, the human resources will exceed requirements of the health system in all scenarios as follows: scenario 1 the population ratio, 75,626-89,894 persons will exceed requirements; scenario 2 the status quo primary care system, 68,122-82,390 persons will exceed requirements; and scenario 3 the intensive primary care system (with no outpatient service at the tertiary care level and 25% transferred to the primary care system), 50,830-65,098 persons will exceed requirements. According to the present research results of a high surplus of public health human resources, the Council of Community Public Health should establish standards and core competencies of public health human resources in alignment with changing health system over the next decade, take controls and oversee quality of public health educational institutes, as well as jointly plan public health human resources requirements under the collaboration between health systems and educational institutes in order to contain number of graduates not exceeding requirements.
This mixed methods research study of workforce situation for Thai traditional medicine (TTM) in state-run health-care facilities, the production of TTM workforce in educational institutions, and TTM workforce planning for future workforce development involved a survey, focus group discussions, and workforce demand forecast using the heath demand method. All activities were involved with the multi-disciplinary and the service providers working groups from November 2015–October 2016. The results revealed that across the country there were 11,279 TTM personnel, including 2,692 TTM and applied TTM practitioners, and 8,597 TTM assistants in 2016. TTM workforce demand forecast for three levels of health services, based on the workload, showed that in 2026 there will be demand for 13,275–16,534 TTM practitioners and 14,714–18,509 TTM assistants. That will result in the service provider to population ratios of 1 : 4,015–5,000 for TTM practitioners and 1 : 3,586–4,511 for TTM assistants. Regarding the workforce production capacity at all 27 TTM educational institutions, (until 2016) 11,034 students had been admitted to the program, of whom 4,502 were studying in 2016, and 6,532 had been graduated cumulatively. According to the production plan, beginning in 2017 there will be 1,080 new TTM graduates each year, making a cumulative total of 19,080 graduates in 2026. In conclusion, currently there are shortages of 10,583–13,842 TTM practitioners and 6,127–9,922 TTM assistants. In the next 10 years, the ratio of TTM practitioner to population will be 1 : 4,454 and that for TTM assistants will be 1 : 3,996. As for workforce production in 27 institutions, there will be cumulatively 19,080 TTM graduates by 2026, resulting in a surplus of 2,546–5,805, compared with demand
Primary care cluster (PCC) is the public health policy of Ministry of Public Health for improvement in primary care. Perceptions of hospital administrators and primary care practitioners on primary care cluster policy are very important for applying policy to practices. Policy makers can know the feedback information from the practices of the practitioners for making decision, determination and direction of public health policy. The aim of this study was to explore and explain the perception of hospital admin¬istrators and primary care practitioners on primary care cluster policy focusing on their understandings, feelings, expectations, obstacles and suggestions. A qualitative study was conducted at primary care units (PCU) of Maharat Nakhon Ratchasima Hospital. Using purposive sampling strategy, hospital administrators, family doctors, dentists, pharmacists, family nurses, physiotherapists were chosen. Focus group discussions and in-depth interviews were conducted to gather data. Content analysis and thematic analysis were employed. Triangulation was used to ensure the rigor of the study. The results showed that the percep¬tions of hospital administrators and primary care practitioners were mostly built up from the messages delivered during official meetings. Their understandings were quite different, but in general, they had good feelings towards this policy because the purpose was to improve health of the people and increased value of the family doctors, so-called “the golden period of family doctor”. In addition to their previous practices, in terms of family care team (FCT), they also felt under pressure with more coming new health indicators from this new policy. From their expectations, they felt strongly agree to continue this policy and with moral and time supports from the policy makers and hospital administrators. Therefore, the organizational communications for effective policy understandings, feelings, expectations among hospital administrators and primary care practitioners are essential.
In Thailand, health system has increasing concerns on physical therapy (PT) workforce planning for aging population. The workforce projection study should also cover on attrition and retention. To determine work pattern, job mobility, satisfaction of Thai physical therapists and their determinants among public and private sector physical therapists were necessity. During January to April 2013, we conducted a cross-sectional survey on a subgroup of physical therapists (PTs) working in 360 healthcare facilities in 13 provinces of Thailand. A self-administered questionnaire was used to collect variables including socio-demographic characteristic, work status, job satisfaction, and professional mobility. Descriptive statistics such as frequency, mean, median were compared between public and private sectors. Factor analysis was also applied for 10 items of job satisfaction. Plan to leave the PT profession was compared with adjustment for the variables using logistic regression. From a total of 858 active PTs, there were 553 respondents (64.5%) in the study. Working status of private PTs was better than public one in terms of higher incomes, more permanent positions, less work load, and less involvement in prevention and research. However, PTs in the public sector had significantly higher work benefits. Job satisfaction of PTs was influenced by 3 main factors including professional fulfillment, job stress, and physical exhaustion. Within 5 years, one-quarter of the public PTs (23.5%) and one-third of the private PTs (36.1%) had a plan to leave the profession. For longer term, half of the public sector PTs (50.8%) were going to work until retirement. The private PTs were 2.4 times more likely to leave the profession after adjustment for age, income, and all 3 sub-domains of job satisfaction. In conclusion, the national health workforce planning in Thailand should improve the PT’s working conditions in consequence of fulfilling and solving the problem of inadequate PT workforce and high attrition.