Uptake pattern of training programs over two decades at an International Ophthalmic Training Institute in India

Purpose: Inadequacy of trained human resources is a critical challenge for eye?care delivery worldwide. Recognizing this, the World Health Organization (WHO) and the International Agency for Prevention of Blindness had identified the development of human resources as one of the focal areas in the global initiative “Vision 2020: The Right to Sight.” The global action plan of the WHO also emphasized the need for trained workforce for ensuring comprehensive eye?care services. We aimed to present the uptake pattern of training programs offered at a high?volume training institute in India. Methods: We did a retrospective analysis of data related to training programs conducted between 2000 and 2019. Trainees included ophthalmologists, allied ophthalmic personnel, and eye?care management professionals from all over the world. We analyzed the overall growth over the 20 years in the WHO regions. The uptake patterns were also analyzed across four segments of 5?year?periods by the type of training. Results: Overall, 9091 trainees from 118 countries attended training in over 40 courses that included long? and short?term clinical training for ophthalmologists (54.2%) and short?term training for eye?care managers (29.5%), allied ophthalmic personnel (6.2%), and eye?care technicians (10.2%). The majority of the trainees (81.3%) came from the Southeast Asian region, of which 87.4% were from India. Most (98.3%) of the trainees belonged to developing countries. We found an overall average growth of 4.8% in the training uptake across the four 5?year segments over the 20 years. Conclusion: Comparatively better representation of trainees from the developing countries is encouraging as the prevalence of blindness and visual impairment is higher in those countries, warranting improved eye?care delivery. Given the strong influence of distance and associated costs of accessing training, the development of similar institutes in other regions might help enhance the global efforts to eliminate needless blindness.

Work engagement, well-being, and intent to continue working based on educational support among foreign care workers in Japan

BACKGROUND@#Global aging continues to progress. The shortage of human resources involved in long-term care (LTC) is a serious problem worldwide. It is necessary to promote the stable employment of foreign care workers. The purpose of this study was to identify which factors, including well-being, work engagement, and original items, contribute to foreign care workers' intent to continue working.@*METHODS@#We conducted an anonymous self-administered questionnaire survey of 259 foreign LTC workers at LTC facilities in Japan. The questionnaire survey items included the Japanese version of the Subjective Well-being Scale (J-SWBS), the Japanese version of the Utrecht Work Engagement Scale (J-UWES), and original items related to educational needs and issues. We used multiple regression analysis to predict variability from correlations among variables. And after that, we conducted a path analysis using structural equation modeling (SEM), and added that the explanatory variables (IV) were well-being, work engagement, and the original item component, and that the outcome variable (DV) was intention to continue working. We set a hypothetical model based on structural equations, corrected by path analysis, and examined its suitability.@*RESULTS@#The number of returned questionnaires for 259 foreign care workers was 147 (response rate 56.7%), and the number of analyzable questionnaires was 129 (valid response rate 49.8%). For intention to continue working, the results of structural equation modeling showed direct effects for satisfaction with low back pain measure guidance (β = .255), satisfaction with the national examination guidance method (β = .217), well-being (β = .046), and work engagement (β = .026). In work-engagement, there was a direct effect of happiness (β = .715), willingness to learn good care (β = 4.849), and confidence in my ability (β = 2.902,), whilst in well-being, satisfaction with low back pain measure guidance (β = 1.582) and confidence in my ability (β = 1.999) were found to have direct effects.@*CONCLUSIONS@#To increase the intent of foreign care workers to continue working, appropriate guidance should be given related to the development of lumbago. In addition, to provide a place and scene where they can learn good care, having a relationship in practice where foreign care workers can feel that their abilities are being utilized, and developing and maintaining educational support that motivates them to learn good care may be effective.

Health human resource development cooperation in China's foreign aid: Situation analysis and improvement strategies / 中国卫生政策研究

Health Human Resource Development Cooperation(HHRDC) is a critical component in Chinese foreign aid,which had cultivated thousands of health workers for Asian and Arican developing countries by on-job training,degree education,short-term exchange activities for more than 60 years.This paper systematically reviewed the management mechanism,mode and features of HHRDC via literature review,stakeholders interviews and field investigations,and it is found that the main mode of HHRDC is short-term on-job training,but its effect for capacity building is limited;although degree education account for a small proportion of HHRDC,it plays an important role for elite cultivation;the impact for medical team teaching and technical cooperation have become more obvious;the "going out" training have less invest,short period,but bigger social impact.The main challenges of HHRDC includes the deficiency of specific strategies and action plans;the lack of understanding on recipient countries' health human resource situation,characteristics and needs;the alignment with other aid programs;the lack of timely evalu ation towards current cooperation projects.According to the need analysis of undeveloped countries,it is suggested that a cooperation plan for HHDRC is required;the implementation of HHRDC should integrate into other aid programs;the follow-up mechanism and evaluation system need improved;the Chinese degree certification and qualification in local institutions need promoted;the aid to medical educational institutions should added,thereby strengthening developing countries' capacity and realizing common development.

Health human resource development cooperation in China's foreign aid: Situation analysis and improvement strategies / 中国卫生政策研究

Health Human Resource Development Cooperation(HHRDC) is a critical component in Chinese foreign aid,which had cultivated thousands of health workers for Asian and Arican developing countries by on-job training,degree education,short-term exchange activities for more than 60 years.This paper systematically reviewed the management mechanism,mode and features of HHRDC via literature review,stakeholders interviews and field investigations,and it is found that the main mode of HHRDC is short-term on-job training,but its effect for capacity building is limited;although degree education account for a small proportion of HHRDC,it plays an important role for elite cultivation;the impact for medical team teaching and technical cooperation have become more obvious;the "going out" training have less invest,short period,but bigger social impact.The main challenges of HHRDC includes the deficiency of specific strategies and action plans;the lack of understanding on recipient countries' health human resource situation,characteristics and needs;the alignment with other aid programs;the lack of timely evalu ation towards current cooperation projects.According to the need analysis of undeveloped countries,it is suggested that a cooperation plan for HHDRC is required;the implementation of HHRDC should integrate into other aid programs;the follow-up mechanism and evaluation system need improved;the Chinese degree certification and qualification in local institutions need promoted;the aid to medical educational institutions should added,thereby strengthening developing countries' capacity and realizing common development.

Utilization of Nursing Career Ladder / 国際保健医療

  In this article, the author presents experience of JICA’s project, “The Project for Enhancement of Nursing Competency through In-Service Training” (hereinafter referred to as “the Project”) that is under implementation with the Ministry of Health, Republic of Indonesia, five universities and nine hospitals in Indonesia (hereinafter referred to as “counterparts”) based on the author’s experience as an expert for the Project from December 2012 to December 2015. In the Project, Indonesian counterparts improved their Nursing Career Ladder (hereinafter referred to as “the Ladder”) and modified/developed several training curricula in line with the Ladder. <BR>  As a result, through improvement/development of the Ladder and several curricula in the Project, several results were found such as utilization of the Ladder for curriculum development; training planning and management; allocation of nursing authorities to nurses; effective allocation of human resources. It was also found that the Ladder could be utilized as the internal control in line with the Ladder of the Project and literature study.<BR>  Presently, the Ladder is utilized for human resource development and human resource allocation and defined as a tool for nursing human resource development and career management, however the author concluded that the Ladder can be utilized for nursing management in consistent manner; communication between hospital (management) and nurse; fair evaluation; designated training contents and effective training planning; communication between hospital and stakeholders; allocation of authority; internal control by discussing the Ladder based on literature study, project activities and project results that were reported in the reports such as the Project’s mind-term review reports, experts reports to JICA and Indonesian counterparts and so on.

Desarrollo de recursos humanos para la gestión de sistema y servicios en la atención primaria de salud / Development of Human Resources for Managing System and Services in the Primary Health Care

Introducción: en el desarrollo de la estrategia de Atención Primaria de Salud, uno de los factores determinantes es garantizar el perfeccionamiento pertinente de los recursos humanos que posibilite alcanzar la meta de Salud Para Todos. Objetivo: profundizar en la búsqueda de información sobre el desarrollo de recursos humanos para la gestión de sistemas y servicios en la Atención Primaria de Salud. Método: se realizó una revisión bibliográfica actualizada sobre el desarrollo de los recursos humanos en la Atención Primaria de Salud, donde se consultaron las bases de datos incluidas en los servicios LILACS, EBSCO e HINARI. Los artículos que se examinaron incluyeron revisiones de documentos, artículos de investigación, informes especializados sobre el tema y capítulos de libros extraídos como acceso libre o solicitados a los autores. Resultados: entre los elementos esenciales de un sistema de salud basados en Atención Primaria de Salud están los recursos humanos, quienes deben poseer los conocimientos y habilidades adecuados, además de observar las normas éticas y tratar a las personas con dignidad y respeto. Conclusiones: se hace necesaria una perspectiva orientada a reconocer la formación de recursos humanos en APS para lograr servicios de excelencia en la atención a la población(AU)

Introduction: In the development of the strategy of Primary Health Care, one of the determining factors is guaranteeing the pertinent refinement of the human resources that makes it possible to reach the goal Health for All. Objective: Deepen in the search of information on the development of human resources for managing systems and services in the Primary Health Care. Method: A bibliographic revision was conducted on updated literature on human resources development in the Primary Health Care (PHC), data bases included in LILACS, EBSCO, and HINARI were consulted. The revised articles discussed document reviews, research articles, and special reports on the subject and as free access book chapters or requested to authors. Results: Human resources are among the essential elements of a health system based on primary health care. These resources must have the appropriate knowledge and skills in addition to observe ethical standards and behave towards people with dignity and respect. Conclusions: A perspective becomes necessary orientated to recognize the formation of human resources in PHC to achieve services of excellence in assisting the population(AU)

Una propuesta de sistema de indicadores para valorar la formación de expertos en una organización de alta tecnología / Proposal of a system of indicators to assess the training of experts in a high-tech organization

OBJETIVO: presentar una propuesta de sistema de indicadores para valorar el sistema de acciones dirigidas a la formación y desarrollo de expertos en una organización de alta tecnología. MÉTODOS: se analizaron las diferentes teorías que abordan la formación y desarrollo de expertos, valorando sus aspectos y componentes. Para el diseño del sistema de indicadores se aplicaron encuestas y se realizaron observaciones directas. El sistema de indicadores diseñado fue validado empleando el método Delphi, con la aplicación de la escala Likert y el tratamiento estadístico de las respuestas de los expertos, utilizando la mediana y el rango intercuartílico para establecer el consenso de los expertos. RESULTADOS: se propuso una definición de trabajo para el concepto experto. Se establecieron dos dimensiones: cualificación del experto y gestión del experto, con sus variables, indicadores y criterios de medida tanto individual como colectivo. El coeficiente alfa de Cronbach (0,8655) demostró la consistencia interna del instrumento empleado. Los valores de las medianas y los rangos intercuartílicos alcanzados permitieron establecer el consenso de los participantes en la validación del sistema de indicadores. CONCLUSIONES: el sistema de indicadores elaborado con sus dos dimensiones permite valorar el estado de la formación y desarrollo de expertos en el Centro de Neurociencias de Cuba, así como de su sistema de acciones. El indicador de más bajos resultados es el relacionado con la productividad de los expertos en la formación de recursos humanos de alto nivel académico

OBJECTIVE: present a proposal of a system of indicators to assess actions aimed at the training and development of experts in a high-tech organization. METHODS: an analysis was conducted of the various theories dealing with the training and development of experts, examining their features and components. Design of the system of indicators was based on surveys and direct observation. The system of indicators thus designed was validated with the Delphi method, the application of the Likert scale and the statistical treatment of answers provided by experts, using median and interquartile range values to establish the consensus of experts. RESULTS: a working definition is proposed of the concept expert based on two dimensions: qualification and performance, and individual and collective variables, indicators and measurement criteria. Cronbach's alpha coefficient (0,8655) showed the internal consistency of the tool used. The median and interquartile range values obtained made it possible to establish the consensus of participants in the validation of the system of indicators. CONCLUSIONS: the system of indicators developed and its two dimensions make it possible to assess the training and development of experts at the Cuban Neuroscience Center, as well as the system of actions performed. The indicator showing the lowest results is that of productivity of experts in the training of human resources of high academic level

Report on Mini Symposium “Nursing and Universal Health Coverage - Development of Human resource for nursing to ensure the all people obtain the health services-” / 国際保健医療

  Improvements in the performance of health personnel are being sought in an effort to achieve universal health coverage (UHC). Emphasis has thus been placed on the development of health personnel as part of a national UHC strategy throughout the world. In light of this, we planned the present symposium as a means of reviewing the current nursing trends in Southeast Asia and to investigate the issues facing the practical development of nursing personnel, as well as the future directions of nursing support, with a deliberate focus on UHC.<BR>  At the symposium, changes in health issues in Japan, the contributions of nursing professionals in achieving UHC, and the educational programs required by Japanese nursing personnel for international cooperation were first presented. Next, the status of health personnel in Southeast Asia was reviewed. In particular, the status of the regulatory frameworks regarding nursing personnel and the measures for enhancing the practical ability of nurses through legal means were introduced separately for Laos, Cambodia, Vietnam, and Myanmar. Subsequently, as case examples of emerging countries in Southeast Asia, the nursing policies of Thailand and Indonesia were reviewed, measures for improving the practical ability of nurses through legal means in Indonesia were introduced, and support for enhancing networks within autonomous regions was proposed.<BR>  International cooperation in the field of nursing requires strategic and comprehensive support for the development of nursing personnel in healthcare systems variable to economic growth and the means by which to achieve this are diversifying. Indeed, the symposium indicated the importance of responding to the diversity of support by enhancing networks of Japanese individuals involved in international cooperation and providing support for the enhancement of independent networks in Southeast Asia.

Introduction of a new model for prediction and evaluationof research capability of high-level scientific research personnels / 中华医学科研管理杂志

High-level researchers,who can efficiently enhance the research strength of the college,are often brought in at high cost.Therefore there is often the need to scientifically evaluate these researchers when introduce them.We here discuss the main indicators for the evaluation of High-level researchers.Taking into consideration of their age,research span,et al.,we propose a model for the quantitative evaluation of research capability based on research achievement and prediction of future achievement,

Uncorrected refractive errors.

Global estimates indicate that more than 2.3 billion people in the world suffer from poor vision due to refractive error; of which 670 million people are considered visually impaired because they do not have access to corrective treatment. Refractive errors, if uncorrected, results in an impaired quality of life for millions of people worldwide, irrespective of their age, sex and ethnicity. Over the past decade, a series of studies using a survey methodology, referred to as Refractive Error Study in Children (RESC), were performed in populations with different ethnic origins and cultural settings. These studies confirmed that the prevalence of uncorrected refractive errors is considerably high for children in low-and-middle-income countries. Furthermore, uncorrected refractive error has been noted to have extensive social and economic impacts, such as limiting educational and employment opportunities of economically active persons, healthy individuals and communities. The key public health challenges presented by uncorrected refractive errors, the leading cause of vision impairment across the world, require urgent attention. To address these issues, it is critical to focus on the development of human resources and sustainable methods of service delivery. This paper discusses three core pillars to addressing the challenges posed by uncorrected refractive errors: Human Resource (HR) Development, Service Development and Social Entrepreneurship.

Education of persons with intellectual disabilities in India: [review]

Historically in India, persons with disabilities enjoyed co-existence, though at different times, the treatment and attitudes were at variance. Out of all the types of disabilities, an intellectual disability poses greater challenges than the other types. The families of persons with intellectual disabilities do also have needs different from others, which cannot be segregated from the needs of children with intellectual disability. Specific legislations have been put in place to ensure empowerment of persons with disabilities. Through Rehabilitation Council of India, human resource development programs are standardized. The National Institute for the Mentally Handicapped has developed many service models and contributed toward human resource development and research. Many Non-Government Organizations have started special education and vocational training programs. National Trust, a statutory body, supports the individuals and families and seeks to protect those individuals having no parents. Sarva Shiksha Abhiyan (Education for All), has special focus on education of children with disabilities. Vocational training centres have an obligation to develop eco-centric and commercially viable jobs. As per the National Policy, the Government of India envisages that every child with a disability should have access to appropriate preschool, primary and secondary level education by 2020.

Históricamente en India las personas con discapacidades han disfrutado siempre de la coexistencia, si bien a veces el tratamiento y las actitudes podían contrastar. De entre todos los tipos de discapacidad, la intelectual es la que presenta los mayores desafíos. Las familias de las personas con discapacidad intelectual tienen asimismo necesidades distintas de las demás, inseparables de las necesidades de los niños con discapacidad intelectual. Se ha implementado legislación específica para asegurar el apoderamiento de las personas con discapacidades. Los programas de desarrollo de recursos humanos se normalizan a través del Consejo de Rehabilitación de India. El Instituto Nacional para los Discapacitados Mentales ha desarrollado diversos modelos de servicios y contribuido a la investigación y desarrollo de recursos humanos. Muchas Organizaciones No Gubernamentales han iniciado programas de educación especial y de entrenamiento vocacional. El Fideicomiso Nacional, una institución oficial, apoya a los individuos y a las familias y protege a los huérfanos. Sarva Shiksha Abhiyan (Educación para Todos), se enfoca particularmente en la educación de los niños con discapacidades. Los centros de entrenamiento vocacional tienen la obligación de crear trabajo ecocéntrico y comercialmente viable. En cuanto a la política nacional, el Gobierno de la India se propone que todo niño con discapacidad deberá tener acceso a la educación preescolar, primaria y secundaria para 2020.

Health Administration and PBM Education / 医学教育

1) PBM approach is imperative for health care reform and contributes to improvement of patients' confidence in medical care service, strengthening of health promotion and cost-efficient medical care service.<BR>2) Standardization of health information and promotion of IT in the field of health such as electronic patients record system can provide favorable environments for promotion of PBM.

Human Resource Development in International Medical Cooperation in the United Kingdom / 国際保健医療

Medical doctors in the United Kingdom who wish to work overseas have severe problems such as job security on return, childcare, and uncertain career due to lack of institutionalised career path in the field of international medical cooperation. The same applies in Japan. It is, however, different from Japan that media for job opportunities and career related information have been far developed.<br>Recently, Department of Health, the UK has started to encourage human resource development in the field, which hold out the hope to extricate from severe situation of human resources in the future.