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The labour market for human resources for health in low and middle-income countries

SCHEFFLER, Richard
BRUCKNER, Tim
SPETZ, Joanne
July 2012

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This paper provides an introduction to the terms and tools of labour market analysis and connects these labour market principles to real-world case studies from LMIC. Three examples are provided of issues: workforce shortage in Thailand; unfilled posts in Kenya; and ghost workers in Rwanda. The labour market for health workers is considered and an integrated framework is provided. The technical structure and dynamics of the health worker market is discussed and applied to the first two examples. Task shifting, health worker performance and health worker productivity are also discussed.

Human Resources for Health Observer, No. 11

Guidelines: Incentives for health professionals

WELLER, Bridget
2008

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Staff costs dominate health services expenditure and ongoing shortages in the availability of health professionals present a real and direct threat to the continued delivery and development of health care services. Incentives, both financial and non-financial, provide one tool that governments and other employer bodies can use to develop and sustain a workforce with the skills and experience to deliver the required care. Financial incentives (wages and conditions, performance-linked payments and others) and nonfinancial incentives (career and professional development, workload management, flexible working arrangements, positive working arrangements and access to benefits and supports) are both discussed. The characteristics of an effective incentive scheme and the development of an incentive package are described. 

Human resources for health : overcoming the crisis

JOINT LEARNING INITIATIVE
2004

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This report identifies strategies to strengthen the workforce of health systems. The Joint Learning Initiative was launched because many people believed that the most critical factor driving health system performance, the health worker, was neglected and overlooked

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