The health worker recruitment and deployment process in Kenya: an emergency hiring program.
The health worker recruitment and deployment process in Kenya: an emergency hiring program.
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DOI：
10.1186/1478-4491-6-19
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发表时间：
2008-09-16
影响因子：
4.5
通讯作者：
Adano U
中科院分区：
文献类型：
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作者：
Adano U
尽管肯尼亚有大量失业卫生人员，但大多数机构的人员配备水平仅为 50%，而且人员分布不均导致许多人无法获得抗逆转录病毒治疗 (ART)。由于在当前系统中，即使有资金，也需要一到两年的时间来填补空缺职位，因此需要采取紧急方法来快速跟踪招聘和部署流程。成立了一个利益相关者小组，将多个部门的领导人聚集在一起，设计和实施快速招聘和部署模式，以动员 830 名额外的卫生工作者。这种模式利用私营部门招聘和部署新的卫生工作者并管理工资和雇佣合同，并与政府达成协议，在三年后将这些工作人员转移到政府工资单上。招聘流程缩短至不到三个月。通过提供工作指导和按时发薪，该计划提高了员工的保留率和满意度。卫生人力政策和系统变革的大部分障碍都是“人为”而非技术，原因是缺乏领导力、解决问题的思维方式以及多个部门利益相关者的协调一致。必须建立伙伴关系并促进承诺和协作，以在人力资源管理 (HRM) 方面实现所需的变革。加强择优任命是寻求应对腐败和治理不善挑战的卫生部门和政府改善形象和效率的最有力但最简单的方法之一。只有通过人力资源管理专业化，重新制定和整合目前各自为政的人力资源职能，将所有职能纳入范围扩大的人力资源部门和单位的权威和影响之下，才能提高公共卫生部门的质量和诚信。人力资源人员必须是具有战略人力资源职能的专家，而不是仅限于扮演有限和官僚角色的通才。
Despite a pool of unemployed health staff available in Kenya, staffing levels at most facilities were only 50%, and maldistribution of staff left many people without access to antiretroviral therapy (ART). Because in the current system it takes one to two years to fill vacant positions, even when funding is available, an emergency approach was needed to fast-track the hiring and deployment process. A stakeholder group was formed to bring together leaders from several sectors to design and implement a fast-track hiring and deployment model that would mobilize 830 additional health workers. This model used the private sector to recruit and deploy new health workers and manage the payroll and employment contracts, with an agreement from the government to transfer these staff to the government payroll after three years. The recruitment process was shortened to less than three months. By providing job orientation and on-time pay checks, the program increased employee retention and satisfaction. Most of the active roadblocks to changes in the health workforce policies and systems are 'human' and not technical, stemming from a lack of leadership, a problem-solving mindset and the alignment of stakeholders from several sectors. It is essential to establish partnerships and foster commitment and collaboration to create needed change in human resource management (HRM). Strengthening appointment on merit is one of the most powerful, yet simplest ways in which the health sector and governments that seek to tackle the challenges of corruption and poor governance can improve their image and efficiency. The quality and integrity of the public health sector can be improved only through professionalizing HRM, reformulating and consolidating the currently fragmented HR functions, and bringing all the pieces together under the authority and influence of HR departments and units with expanded scopes. HR staff must be specialists with strategic HR functions and not generalists who are confined to playing a restricted and bureaucratic role.