Step two is to implement a cultural shift by cutting out the things that inhibit an optimized workforce.
More primary research is needed across the areas of workforce supply, workforce distribution, and workforce performance.
Key for HRM functional areas: WS = workforce supply; WD = workforce distribution; WP = 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.
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.
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).
