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Background: The recent COVID 19 pandemic has negatively affected health care systems in developed and developing countries. The weak health systems in Nigeria with low Human Resource for Health (HRH) posesa threat to mitigating this pandemic with the rising number of COVID 19 cases in the country. It is therefore necessary to consider measures to improve on the availability of human resources in the health sector.Methodology: The study was a cross sectional study which studied 475 medical students from four medical colleges across the North Eastern region. The close group whats-app platform for selected schools and classes were used to obtain information on the knowledge, perception and willingness to assist in providing health care services during this pandemic.Results: Majority of the respondents had good knowledge and perception on COVID 19 (80.4% and 96% respectively). In addition, 78.3% of the respondents felt that they were at risk of becoming infected, however 93% of them stated that they were willing to assist in providing health care services during this pandemic. Parental disapproval and fear of becoming infected were the reasons given for those who were unwilling to be involved in provision of health care during this period. More male respondents (67.3%) were willing to participate in providing health care service during the pandemic compared to 32.7% of females and this was statistically significant with a p-value of <0.001.Conclusion: This study has shown that majority of medical students in the North East have a good knowledge and perception on COVID 19 and are willing to assist in providing health services if needed during the COVID 19 Pandemic. These services could be specific low risk tasks and responsibilities which lie predominantly with prevention of COVID 19 in the region. Their willingness should be regarded as a great sacrifice to humanity and could go a long way in bridging the gap of low HRH in this region.
ABSTRACT
@#<p style="text-align: justify;"><strong>OBJECTIVE:</strong> This study aimed to assess the health workforce's service capacities within a health Service Delivery Network (SDN) of an urban poor and a rural poor setting.</p><p style="text-align: justify;"><b>METHODS:</b> This is a concurrent mixed-methods study implemented in Navotas and Masbate, an urban poor and a rural poor area, respectively. Health needs of the residents were assessed through records review, qualitative methods and a household survey. Health facilities in the identified SDN were assessed using the Service Availability and Readiness Assessment (SARA) tool. Training data of Human Resource for Health (HRH) were also obtained.</p><p style="text-align: justify;"><b>RESULTS:</b> SDN in the two areas are different in terms of formality where memoranda of agreement were prepared between Masbate facilities but not in Navotas. Health worker to population ratios were 12.1 per 10,000 in Navotas and 2.7 in Masbate, respectively. The primary care facilities in the two sites met the recommended level of trainings for health workers in obstetric care, immunization, childhood nutrition and tuberculosis. There was a lack of post-graduate training in non-communicable diseases in all facilities. Poverty and geography were significant factors affecting health service delivery.</p><p style="text-align: justify;"><strong>CONCLUSION:</strong> In terms of human resources, both sites have limited number of health workers and the ratios fall far below WHO guideline. Recommendations include: Primary health care staff complement should be increased in the two SDNs. HHRDB should conduct a study to settle the issue of continuing medical education requirements that are not congruent with WHO recommendations. The SDNs should include the access of medicines and commodities by poor patients in private facilities during times of stock outs. Also, during stock outs or unavailability of government health personnel, transportation should be made available via the SDN to transport poor patients to private or nongovernment facilities with the needed personnel. The DOH and HHRDB should investigate innovative strategies for telehealth services that do not require continuous electricity, nor telephone or cellphone signal.</p>
Subject(s)
Humans , Community Health Services , Health Services Accessibility , Delivery of Health Care , Quality of Health CareABSTRACT
Objective To learn the status and equity of human resource allocation for health so as to provide evidence for health administrative department. Methods Descriptive analysis and annual percent changes (APC) were used to analyze the numbers and trends of human resource allocation for health from 2011 to 2015, and Gini coefficients were used for equity evaluation. Results In 2015, Hangzhou had the largest number (12.62) of medical personnel per 1000 persons while Jiaxing had the least amount (7.43) . Hangzhou had the largest number (10.32) of medical technical personnel per 1000 persons while Wenzhou had the least amount (6.23) . Hangzhou had the largest number (3.86) of licensed (assistant) doctors per 1000 persons while Jiaxing had the least amount (2.15) . Hangzhou had the largest number (4.23) of registered nurses per 1000 persons while Wenzhou had the least amount (2.42) . Jiaxing had 8.06 medical personnel, 7.03 medical technical personnel, 2.33 licensed (assistant) doctors and 2.86 registered nurses per square kilometer which were all the largest number while Lishui had 1.21 medical personnel, 1.00 medical technical personnel, 0.39 licensed (assistant) doctors and 0.38 registered nurses per square kilometer which were all the least. The doctor-to-nurse ratio was only 1:1.01 in 2015. Both numbers of human resources for health per 1000 persons and per square kilometer increased year by year from 2011 to 2015, and Gini coefficients of each index expressed by per 1000 persons were all under 0.2, while it ranged from 0.2 to 0.3 when they were expressed by per square kilometer. Conclusion Numbers of human resource allocation for health had an increasing trend and the allocation was fair, but the equity evaluated by service population was better than by service areas, and the research about accessibility of regional human resource allocation for health needs to be concerned.
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After introduction into Chinese academy, and in the application in health care domain, the usage ofmotivation and related concepts has been changed. The changes were partly due to pragmatic utility, and caused confusion in the application of motivation theory in Chinese human resource for health. Both English and Chinese lit-erature was reviewed and systematic literature review was applied. We analyzed the different definitions of motiva-tion in English, and how they were used and understand in Chinese academia in history. Motivation was divided into three Chinese concepts, representing the process of motivation, inner driver of motivation and psychological state of being motivated. The other usage changes include willful exchange ofincentive andmotivation;motivationbeing used more as a means to motivate than a motivational process;the result of motivation as an aroused psychologi-cal state not seriously defined. Systematic literature review revealed the distribution of various motivation topics in Chinese literature and supported the abovementioned arguments. These changes of usage could cause barriers to re-search of human resource for health in China. It is recommended that usage ofmotivation should be clarified in ac-ademia in China and the process of motivation rather than motivation as a managerial means deserves more attention.
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In this article, we summarize the main policy on encouraging nongovernmental investors to establish medical institutions in Wenzhou , Zhejiang Province.Based on the survey of private medical institutions in Wenzhou , we find that there are still many issues that should be resolved in terms of nongovernmental investors establishing pri -vate hospitals , such as the difficulty in implementing construction projects , spending too long time applying for the medical insurance unit , the complicated application procedures of incentive funds , the unequal status with public health hospitals in financing and the development of human resource for health , and the low-level administration and social reputation.Therefore , for promoting the sustainable development of private health hospitals , it is of great im-portance to have a breakthrough in the implementation of the policy ,such as supporting policies reform , financing and talent support , strengthening supervision , and so on.