1. Human Resources for Health
Dr Percy Mahlathi
Deputy Director General
National Department of Health
24 August 2004

2. Introduction Major human resource challenges in health
Human Resource branch as of April 2004
HR Strategy adopted in 2001
Align service delivery with strategic objectives & priorities
Overall objective is to deliver on the constitutional mandate

3. Vision and Mission Vision Mission:
An accessible, caring and high quality health system
Mission:
To improve health status through prevention and promotion of healthy lifestyles and to consistently improve the health care delivery system by focusing on access, equity, efficiency, quality and sustainability

4. Strategic objectives Ensure sustainable national health system
Ensure appropriate management of human resource
Ensure access good quality health care
Ensure appropriate skills mix
Position health professions as careers of choice
Ensure right skills are in right place in conducive working environment

5. Broad challenges Generic imperatives Legal (adherence to labour laws)
Moral (restoring human dignity)
Perceptual (leadership image)
National imperatives
Advancing objectives of freedom (equity)
Constitutional imperatives (better life)
Global imperatives
NEPAD & International Leadership

6. Some specific HR Challenges
Shortage of human resources – clinical & management, supply not matching needs
Migration of health workers – (intensive discourse) vacancy rates & increased workloads
Improving the working environment, remuneration, morale
Insufficient evaluation of impact of human resource policies
Planning for the future & ensuring good return on investment

7. Migration of Health Workers
A global problem – rural/urban, public to private
Some reasons: better remuneration, gain international experience, heavy workload, poor resource management, lack of facilities & support, declining values, family related matters
Excessive workloads on remaining staff
Young inexperienced staff remain to carry workload- demotivation and burnout

8. Strategies to address migration
Local: skills & rural allowances, community service, individual initiatives by provinces, service excellence awards
International: memoranda of understanding to better manage the flow of skills and encourage exchange of professionals between countries
Policy on recruitment & employment of Foreign Health Workers (passed in 2001)

9. Strategies to address challenges
Better equipping of health facilities
New categories (mid-level workers) - pharmacist & radiographic assistants etc to take off pressure from highly skilled professionals
Management: Leadership & Executive Management Programs – Presidential Leadership Programme, Oliver Tambo Fellowship, Harvard, Gengold/MESOL- to equip managers

10. Broad Strategic Approach to HR
Country HR Plan for Health
Position department to support and manage the Country Plan
Meaningful needs driven HR Development
Corporate identity & relationship building
Improve morale & retain internal staff
Develop dynamic communication plan

11. Implementation strategies
Country Plan: production, staffing norms and standards
Specific projects: e.g. National HR database for reliable statistics
Operational: improve skills, multi-skill & re-skill staff where necessary
Internal programs: e.g. improve employee assistance programs

12. Implementation strategies
Improve capacity & skills mix at management level
Address mal-distribution between private & public, rural & urban
Internal: review of macro-organizational structure, address morale issues
Attract people with good technical & management skills to public health service

13. Conclusion National Plan absolute necessity – April 2005
Departmental Plan – align structure to functions, improve conditions
Leadership development & mentorship
Interaction with Statutory Councils, Higher Education Institutions & Professional Associations – responsibility office of HR DDG

14. BUDGET 2004/5
R 8,7bn (4.8%) increase compared to 2003/4
R 7,7bn (88%) allocated to provinces for various programs and services e.g. training of professionals and research, improving hospital management capacity
National Department for HR Planning, Development & Management R27m