A focus on short-term, immediate solutions, such as training, to address workforce shortages seems to be common to many post-conflict HR plans.
Often the reason cited for this failure is lack of funding, but we propose that, even with adequate funding, efforts to implement HR plans and obtain results may fail due to other factors.
There is urgent need to support HBCs to develop a comprehensive HR strategy involving short-term and long-term HR development plans and strengthening their HR planning and management capabilities.
The additional challenges include: lack of a strategic HR plan, competition with other hospitals (particularly governmental hospitals), limited capacity of the HR department, absenteeism, social constraints, poor communication across departments, hospital location, and lack of trust in hospital administration.
As part of the national efforts, Mahlathi distinguishes five key points as essential to guide the implementation of the national HR plan for health: HR development: Develop highly qualified health leaders and professionals, including HR managers.
Between January 2012 and October 2013, Barnet farmed out its care for people with disabilities, legal services, cemeteries and crematoriums, IT, finance, HR, planning and regeneration, trading standards and licensing, management of council housing, environmental health, procurement, parking, and the highways department.
Topics include staffing strategy and context, measurement of staffing effectiveness, job/competency analysis, HR planning, recruitment and job choice, employment branding, external selection practices, succession planning and internal selection, and employer retention.
Some employees may qualify to use both the HR plan (referred to as ETAP, Educational Tuition Assistance Plan) and the Employee Special Tuition Rate Program together to take coursework for academic credit.
In general there is poor communication between HR planning units in the MoH and other technical programmes.
To provide accurate and timely data on the progress being made, the MOH has developed a comprehensive HR information system, which will greatly improve HR planning and management.
Based on results from a post-war rapid assessment of health workers, facilities and community access, MOHSW developed the Emergency Human Resources (HR) Plan for 2007-2011.
