We conducted a follow-up analysis of the implementation of the Human Resources for Health (HRH) commitments made by country governments and other actors at the Third Global Forum on HRH in 2013. Since then member states of the WHO endorsed Universal Health Coverage as the main policy objective whereby health systems strengthening, including reinforcement of the health workforce, can contribute to several Sustainable Development Goals. Now is the right time to trace the implementation of these commitments and to assess their contribution to broader global health objectives. The baseline data for this policy tracing study consist of the categorisation and analysis of the HRH commitments conducted in 2014. This analysis was complemented in application of the health policy triangle as its main analytical framework. An online survey and a guideline for semistructured interviews were developed to collect data. Information on the implementation of the commitments is available in 49 countries (86%). The need for multi-actor approaches for HRH policy development is universally recognised. A suitable political window and socioeconomic situation emerge as crucial factors for sustainable HRH development. However, complex crises in different parts of the world have diverted attention from investment in HRH development. The analysis indicates that investment in the health workforce and corresponding policy development relies on political leadership, coherent government strategies, institutional capacity and intersectoral governance mechanisms. The institutional capacity to shoulder such complex tasks varies widely across countries. For several countries, the commitment process provided an opportunity to invest in, develop and reform the health workforce. Nevertheless, the quality of HRH monitoring mechanisms requires more attention. In conclusion, HRH challenges, their different pathways and the intersectorality of the required responses are a concern for all the countries analysed. There is hence a need for national governments and stakeholders across the globe to share responsibilities and invest in this vital issue in a co-ordinated manner.
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http://dx.doi.org/10.1136/bmjgh-2017-000456 | DOI Listing |
OTA Int
March 2025
Department of Orthopaedic Surgery, Atrium Health Musculoskeletal Institute, Charlotte, NC.
Successful implementation of an osseointegration program requires a skilled and committed interdisciplinary team engaged in supporting patients and their families throughout the OI process. The roles and responsibilities of clinical and ancillary team members are described in detail, along with a discussion of the needed patient and family support resources. Time spent developing the interdisciplinary team, with strong regulatory support and engagement of hospital administration and the health system, will promote higher patient satisfaction and outcomes and innovative future directions.
View Article and Find Full Text PDFInt J Equity Health
March 2025
The George Institute for Global Health, University of New South Wales, Sydney, Australia.
Background: Health equity is a commonly asserted goal of health systems. However, there is a limited understanding on how best to promote equity as a part of health system reform initiatives. We conducted a scoping review to (1) identify and characterise strategies that promote health equity during the design and implementation of health system reform initiatives; and (2) determine opportunities to strengthen health equity informed policy design and implementation processes and outcomes.
View Article and Find Full Text PDFOsong Public Health Res Perspect
March 2025
Division of International Affairs, Korea Disease Control and Prevention Agency, Cheongju, Republic of Korea.
Nurs Adm Q
March 2025
Author Affiliations: School of Nursing, Graduate Studies, University of Texas Medical Branch, Galveston, Texas (Dr Junious); and Independent Nurse Consulting & Former Chief Nursing Officer, McKinney, Texas (Dr Cain).
Emotionally intelligent leaders make conscious efforts to evaluate employee satisfaction, retention, engagement, conflict resolution, quality patient care, and overall facility performance. Variances among generations like communication styles, technology preferences, promotability attitudes, and work ethic can affect day-to-day team behaviors. Highlighting the importance of daily interactions, the purpose and aim of this project are to determine whether the implementation of emotional intelligence (EQ) training will improve communication in a multigenerational workforce.
View Article and Find Full Text PDFLancet Infect Dis
March 2025
First Lviv Territorial Medical Union, Lviv 79000, Ukraine.
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