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The Government of Ghana (GoG) through the Ministry of Health (MoH) has been implementing a number of interventions to ensure equitable distribution of health sector human resources.
Many countries in Africa including Ghana have not been able to attain all the health related MDGs before the end of 2015 [5], partly due to unequal distribution of health sector human resources in rural and urban areas.
The problem of health sector human resources is vast.
In fact, the central government retained control over most public sector human resources.
The best example of the limited extent to which decentralization has occurred relates to sector human resources.
In effect, Indonesia has returned to the centralized control over public sector human resources of 20 years ago.
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Even though virtually no country in the world has been able to completely solve the rural urban inequity in health sector human resource distribution [19], Thailand has made significant gains in this regard.
In the church-run health sector, human resource shortage is even more pronounced.
Pay and pay systems are a critical element in any health sector human resource strategy.
WHO has argued that governments should pursue both recruitment and retention policies to address health sector human resource constraints [ 15].
However, it remains a challenge to attain the 2015 targets for the health related Millennium Development Goals (MDGs) partly due to health sector human resource challenges including low staff motivation.
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