Leverage critical investments in Human Resources for Health (HRH)

Leverage critical investments in Human Resources for Health (HRH)

Human resources for health (HRH) challenges have been recognized as a critical bottleneck to the scale-up and delivery of high quality health services. To develop resilient sustainable systems for health capacity assessment and development should focus on:

  1. HRH policies, governance and workforce planning/management: Building capacities to plan and develop workforces, develop and strengthen payroll and other financial management mechanisms and support the development of the Human Resources Information System (HRIS), including the introduction of a National Health Workforce Accounts.
  2. Education and training: Including both In-service training and pre-service education; such as updating systems for accreditation and quality control of health worker education; revising curricula or instruction modalities; enhancing the capacity and improving the quality of training institutions etc. 
  3. Salaries and remuneration: Global Fund resources may be allocated for salaries (i.e., full salaries or contributions to salaries) for relevant health workers, with justification. An HRH sustainability plan beyond Global Fund support should be developed to explain how the health system will maintain a larger health workforce over the long term, and specify how salary support will be taken over by domestic funding.
  4. Retention and motivation: The Global Fund will consider funding interventions to improve retention and motivation, especially in rural and remote parts of the country; prioritising low-income countries and COEs when providing support for such interventions. Non-financial incentives such as improved working conditions and career development opportunities, should be considered before staff top-ups. 

For more information on Human resources for Health go to WHO Global Health Workforce 2030