Assessment 2 Analytical Report
The purpose of this assignment is to prepare a national health workforce plan for one country in the category of low and lower-middle income countries, as defined by WHO. These countries in particular have been identified in the latest report by WHO (WHO, 2016) as having a shortfall in health workers of some 18 million by 2030.
The WHO has a system of classification of countries by region and income which is described in Annex 1 of the ‘World Health Statistics Report, 2015’. (WHO, 2015) (p.160-161). Use the table showing countries on Page 161 in the low and lower-middle income categories to select the country you will use to develop the health workforce plan. This report also provides a range of statistics on the health workforce by country.
The assignment will be scaffolded so that tutorials will support the development of the National Health Workforce Plan on key topics relevant to the development of the workforce plan, including preparing an Environmental Scan, analysing the national health workforce data set, identifying critical issues and developing strategies to address the issues identified.
The National Workforce Plan should be a five year plan.
1. Prepare a Table of Contents for the National Health Workforce Plan using report format.
2. Draft the Introduction for the Workforce Plan, including documentation of the rationale for selection of the country.
3. Prepare the Environmental Scan for the health workforce of the selected country using national and international health workforce references including policy and planning documents, and any relevant health workforce plans.
4. Prepare a data profile of the health workforce by category using WHO data and other data sources. Develop the workforce profile using tables and graphs and supporting explanatory text.
5. Based on the previous steps and relevant literature, identify critical issues to be addressed in the workforce plan.
6. Use the set of ten recommendations developed in the WHO 2016 report ‘Working for health and growth: investing in the health workforce’ as a framework to develop strategies relevant to implement the workforce plan (WHO, 2016, p.11-12).
You will be assessed according to the following criteria:
– Ability to introduce the topic and findings in a well summarised Executive Summary.
– Understanding of the process of the development of a health workforce plan.
– Preparation of an Environmental Scan,
– Capacity to analyse workforce profile data including the use of charts and tables to support the analysis and presentation.
– Critical analysis and synthesis of the relevant literature to support issues identification and strategies development.
– Academic writing skills, use of report format and APA.
Unit material and recommended readings in Modules 3 to 5. 9
Graphic material is an essential way of presenting health workforce data. Topics will be discussed at supporting tutorials.
Use the Hints document on vUWS to identify the relevant sections for report format.
WHO has established Regional Observatories on Human Resources in Health Systems, which includes an Africa Health Workforce Observatory. These regional observatories may include relevant material for the development of the National Health Workforce Plan.
Workforce performance report
Type of Collaboration: Individual Due: Week 14 ( June 8th )
Submission: Via Turnitin on unit vUWS site.
Format: Length: 2500 words
Curriculum Mode: Report
Health workforce planning is extremely important for every developing country to sustain and utilise best of the human resources available to it. India being a country with immense population is continuously facing problems relating to health workforce in terms of the size of the workforce and the quality of it. The country is classified in the lower middle income group by World Health Organisation (WHO) and is many times a matter of concern because of the acute shortage of the health workforce it deals with. The current report has reflected the data profile the country needs to develop for the five year health workforce plan ranging from year 2019 to 2023. The critical issues dealing with the quality, migration etc. are being discussed along with formulation of key strategies required for the resolution of these issues based upon the recommendations set by WHO in WHO 2016 report: Working for health and growth.
To be able to understand a health workforce plan, it is initially important to know what health workforce is. The people of a particular geographical area who are involved with the activities concerning the enhancement of the health of people, including every form of non-clinical and clinical staff, are termed under the category health workforce. Formulation of a health workforce plans enables a proper management of the health workforce by enhancement of their staff performance, reduction of imbalance in workforce, improvement in the staff retention and etc. It is through a properly embedded health workforce plan that the operations of both private and public sector health care facilities can be done efficiently and in a cost effective manner (McMenamin, & Mannion, 2017). However, in order to prepare the health workforce plan, we have selected India as it is one of the national health workforce plan for one country in the category of low and lower-middle income countries defined by WHO.
For the current report, India is chosen from the lower-middle income category of countries published in the ‘World Health Statistics Report, 2015’ to provide a National Health Workforce Plan for. India is selected to develop a health workforce plan because of the diversity observed in the country. The country exhibits diverse patterns of health situations, governance health systems and socioeconomic statuses owing to the variety of states and cultures blended therein. There is an acute shortage of health professionals in the country, yet the country is exhibiting expansion in both private and public health care facilities. If a proper plan is formulated to guide the direction of health workforce, the investments made in both the sectors shall reap good results. An old study conducted by WHO suggested the requirement of an investment of approximately US$ 2 billion every year in India till 2015 to fulfil the shortage in the health workforce. Yet till date the shortage have not been met (Vishwanatha, Basha, Nair, & Jones, 2019).
To develop a health workforce plan a proper methodology is often followed. This involves a series of steps. The first step involves defining the plan descripting the purpose, scope and ownership. The second step is all about the selection of model to move ahead, estimation of costs, etc. In the third step, the requirement of workforce is established, while the fourth step involves understanding about the current workforce availability. In the fifth step an action plan is developed followed by its execution, implementation and monitoring in the step sixth.
The recent data studied in March 2017 reveals a shortage in the number of female health workforce in India. The female health workers are short by 10,112, the female health assistants are short by 11,712, and the auxiliary nurse midwifes are short by over 61000. There is a need of around 3,000 doctors in the primary health centres across the country. The surgeons in the community health centres lack by 5000 approximately. India has even witnessed such health centres where there are no doctors. This is the situation of mostly the rural counterparts of India. Even a single doctor is observed in approximately 15,700 primary health centres (WHO, 2019),
The rise in the Population of India is around 26 million annually against which 56748 doctors and 125,764 nurses are made ready by 462 medical colleges and 3,123 health institutions respectively. The rise in population if compared with the rise in the population of the health workforce seems ineffective. The approximate number of doctors lacking in the field is 600,000 as per the analysis observed by India’s Union Minister recently. It is expected that the crisis in the number of doctors shall be bridged by year 2022 (Younger, 2016).
At the global level the countries spend atleast 6% of their GDP to improve the public healthcare. While in India only 1.3% of GDP is hardly spent upon the health care improvement. To improve the situation, it is expected that the country atleast need 2.07 million doctors in addition to the existing doctors by year 2030 to achieve the WHO standard of 1 doctor serving 1000 patients. With the ramified changes in the economy, this has also impacted the economy of the country at large (WHO, 2019),
Based upon the environmental scan into the health workforce of India, the existing condition of the health workforce is identified. The environmental scan has also provided with the additional requirement into the health workforce which is minimum to bridge the gap between the required health workforce and the already existent health workforce in India. Using the environmental scan, the already existent number of health workforce and the estimated needs, the following data profile is generated. The data profile relates to the main categories of health workforce as established by the data of WHO. The data profile is generated for five years, basically highlighting the rise needed in the number of practitioners in the health workforce in India (Donham, & Thelin, 2016).
The expected need is 2.07 million additions in the health workforce atleast by 2030. The current data plan has been prepared for five years based upon the data of year 2018. An average rise of 1% is expected in the number of health workforce of the country every year till 2024 to reach an overall rise of 3.52 million.
|health workforce (per 10,000 population)|
|Medical doctors (per 10,000 population)||7.592||7.668||7.745||7.822||7.900||7.979|
|nursing and midwifery personnel (per 10,000 population)||21.071||21.282||21.495||21.709||21.927||22.146|
|dentists (per 10,000 population)||1.876||1.895||1.914||1.933||1.952||1.972|
|pharmacists (per 10,000 population)||6.784||6.852||6.920||6.990||7.059||7.130|
The requirement of the health workforce per 10,000 of population is depicted by the above chart. Even when the medical doctors reach approximately 8 doctors per 10,000 populations, the result cannot match the standard of 1 doctor for 1,000 of population.
|health workforce (in numbers)|
|medical doctors (number)||1,005,281||1,015,334||1,025,487||1,035,742||1,046,099||1,056,560|
|nursing and midwifery personnel||2,821,815||2,850,033||2,878,533||2,907,319||2,936,392||2,965,756|
As per the expected data prepared for the number of the health workforce estimated to rise by an average of 1% every year, it is certain that the gap of 2.07 million shall be fulfilled by the core workforce itself. The total rise of the health workforce in all these departments shall cover up 2.07 million and shall even exceed making the rise to be 2.54 million.
|health workforce (others)|
|medical doctors not further refined (number)||1,041,395||1,042,436||1,043,479||1,044,522||1,045,567||1,046,612|
|dental assistants and therapists||3097||3,100||3,103||3,106||3,109||3,113|
|dental prosthetic technicians||2388||2,390||2,393||2,395||2,398||2,400|
The number of workforce in the other categories related to the core medical doctors, midwifery, dental assistants, and dental prosthetic technicians is also expected to rise by 0.97 million. The above given tables and graphs shown the changes in the workforce based on the core medical professional which has increases since last five years and will be changing throughout the time
The three stages of workforce planning have been discussed yet including the need of workforce plan, the existing scenario and expected data profile for the plan to be set as a target. However, potential issues exist which can hinder the achievement of the data profile set by the workforce plan. Some of these issues are:
India has been since years facing shortage in the number of health workforce because of the population size and severe migrations. The condition of this shortage faced by the country could be effectively managed if the recommendations set to raise the quality and quantity of the workforce is followed at least. The problem however is big, yet is able to be solved if the data related to the health workforce is efficiently worked upon.