This presentation will capture a "state of the art" summary of what is known about effective policies on health workforce distribution and retention, including from recent work by WHO and OECD, as well as current work underway funded by the ÉU.
Key for HRM functional areas: WS = workforce supply; WD = workforce distribution; WP = workforce performance.
More primary research is needed across the areas of workforce supply, workforce distribution, and workforce performance.
This is especially the case for workforce participation, hours worked, workforce distribution, and specialty choice.
The primary focus is on health workforce distribution and retention.
This paper reviews published literatures across three functional areas of HRM in post-conflict settings: workforce supply, workforce distribution, and workforce performance.
The framework, adapted from Martinez and Martineau [ 12], outlines three functional areas of HRM – workforce supply, workforce distribution, and workforce performance – and their corresponding topic areas.
There have been many policies aimed at improving health workforce distribution and retention, across all countries.
Less is known about workforce distribution, especially governance and administrative systems for deployment and incentive policies to redress geographical workforce imbalances.
The functional areas of workforce supply and workforce performance were almost equally represented, whereas workforce distribution (deployment) was covered by less than a third of publications (see Table 2).
To guide and structure this review of human resources for health in post-conflict settings, we used an analytical framework that focused on three functional areas of human resource management (HRM): workforce supply, workforce distribution, and workforce performance.
