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Myanmar's Human Resources for Health Development in Response to…….. HIV/AIDS, TB and Malaria Avian Influenza, Millennium Development Goals.

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Presentation on theme: "Myanmar's Human Resources for Health Development in Response to…….. HIV/AIDS, TB and Malaria Avian Influenza, Millennium Development Goals."— Presentation transcript:

1 Myanmar's Human Resources for Health Development in Response to…….. HIV/AIDS, TB and Malaria Avian Influenza, Millennium Development Goals.

2 Background Information Total population 52.125 millions Women of Reproductive Age 25% MWRA 12% Young people (10-24) 39% 17 States/Divisions, 52 districts, 325 townships, over 65,000 villages More than 120 ethnic groups 75% rural

3 Emerging Infectious Diseases (EID) HIV/AIDS TB Malaria Challenges are :- Access to health Geographical equity Appropriate recruitment policy Incentive sytem

4 Challenges for Equitable HWF Lack of explicit human resource policy Maldistribution of staff between urban and rural Need to strengthen posting, transfer, well defined incentive system

5 Challenges for HWF Discordance between personal and the organization objectives Weakness in Human Resource management system Under utilisation of the currently available human resources due to mal distribution Need for redefining job profiles of Basic Health workers at grass root level

6 HRH for HIV/AIDS HIV/AIDS is a disease of national concern. National Strategic Paln for HIV/AIDS 2006-2010 was developed in coordination with all partners. Challenges are quality assurance with increased number of training programs for HIV/AIDS prevention, control and care activities.

7 HRH Challenges for HIV/AIDS Limited resources for training, supplies and equipments to practice. Policy for HRH promotion / transfer and reallocation of staff so that those who have already been trained will not take up other jobs. Need for an incentive system to motivate health staff to continue working in the National HIV program.

8 HRH response to TB relating to MDG The NTP in Myanmar achieved full geographic coverage with DOTS in 2003 with case detection and treatment success rates of 74% and 82% respectively. Planning – Tuberculosis response- National Strategic Plan (2006-2011), Scaling up activities and HRH requirements (categories), DOTS, TB /HIV integrated activities.

9 Challenges Staffing and infrastructure at all levels within the NTP are overstretched. Nearly a quarter of posts at various levels are vacant in the face of high staff turnover Situational analysis needs to be carried out on human resource development plan developed Curricula for training to be standardized.

10 HRH for Malaria The National Strategic Plan (2006- 2011) was developed which includes national programs integrated with NGO activities for malaria. There is a need to address the inadequacy of health personnel trained for Vector Borne Disease Control program at all levels.

11 HRH Challenges for Malaria Research capacity building on entomology and vector control for field staff. Weakness in capability in the field of training methodology, training tools and follow-up training skill development in program management improved monitoring and evaluation skills at all levels.

12 HRH response to AI Myanmar being one of the developing countries of South East Asia, bordered by Thailand, China and Laos on the eastern boundary is a country at risk. Potentially all countries can be affected if a pandemic occurs thus containing the threat of avian influenza poses a multi sectoral, cross border challenge Myanmar as part of the global family is also committed to prevent the occurrence of a pandemic.

13 National Strategic Plan for AI The plan cover planning and coordination, reducing human exposure, surveillance and early warning, rapid containment and response, health system response and social measures and risk communication.

14 AI Situation in Myanmar There have been no new outbreaks in poultry reported since April 6 and the restrictions and bans imposed after the virus was first detected, have been lifted on 26 April 2006. As of today, there have been no confirmed human avian influenza cases reported.

15 HRH Challenges for AI Knowledge and Skills for surveillance and rapid response (early warning information, reporting) Diagnostic capacity Risk communication Knowledge, Skill and practice of infection control ( use of PPE) Knowledge and skill of effective management of human AI case

16 IndicatorUrban RuralUnion U5MR37.372.566.1 IMR27.853.249.7 NMR11.516.516.3 IMR and U5MR were found almost doubled in rural areas. NMR was relatively high in urban as well and it calls for the implementation of ENC in both settings.

17 IndicatorHillyCoastalDeltaCentral Plains Union 1. Household Size 5.2 4.9 4.6 5.0 4.9 2. Sex Ratio at Birth100.3109.1103.0104.1 104.0 3. Crude Birth Rate21.0319.3018.2416.60 18.39 4. Maternal Mortality Ratio 1.32 2.643.37 4.49 3.16 Maternal Mortality Ratio

18 Causes of Maternal Death (n=71) 8 1 23 4 5 6 7

19 Man power (As of September 2006) Manpower THA 92 HA1 320 HA 1440 MW9102 LHV1693 PHS1 631 PHS2 1391 Vaccinator 1290 TrainedFunctioning CHWs4289626450 AMW3029621429

20 Coverage of Basic Health Services SrServices20012005 1RHC : population1: 2,67001: 2,2700 2Sub-RHC: pop1 : 60001 : 5000 3Midwife: pop1: 52001: 4800 4Midwife: village1: 101: 8

21 HRH requirement for MDG's Every delivery should be attended by skilled birth attendant (Estimated 1.2 millions birth per year) Every village should have a midwifery trained personnel (Over 65,000 villages) Recruitment: Capacity building through regular and refresher training on pregnancy, child birth, postnatal and newborn care (pre-service, in- service and international training) Management of HRH: deployment, retainment, sustaining incentives, attrition rate

22 Future Plan for Improvement of HRH situation in Myanmar Develop a comprehensive HRH policy in general and well planned rotation/transfer policy. Develop comprehensive HRH Data Base system Strengthen co ordination between all stakeholders Develop feasible incentive system (financial and non financial) Improve networking for HRH

23 Future Plan (contd.) Skill mix balance Introduce research for HRH to improve planning, production and management of HRH Review recruitment policies, job profiles, work load, accountability


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