Health Human Resource

Health Human Resource/ Health Workforce

 All people engaged in actions whose primary intent is to enhance health -WHO
 Health workforce includes those that provide health services such as doctors,
nurses etc. and those that support the health services such as hospital
managers, ambulance drivers etc.
(Skilled health workers are unable to deliver services effectively without appropriate physical capital such
as adequate facilities, equipment and consumables such as medicines.)

Why invest in human resources for health

 Health systems can only operate with a health workforce; improving health
services coverage and health outcomes is dependent on their availability,
accessibility, acceptability and quality.

(Health Workforce. A well-performing workforce consists of human resources management, skills and
policies)

Universal Health Coverage

 Human resources for health, as the instrument to ensure that all Filipinos have
access to professional health care providers capable of meeting their health needs
at the appropriate level of care.

• Health financing, as the instrument to increase resources for health that will be
allocated and utilized effectively to improve the financial protection of the poor and
the vulnerable.
 • Service delivery, as the instrument to transform the health service delivery
structure to address variations in health service utilization and health outcomes
across socioeconomic variables.
• Policy, standards and regulation, as the instrument to ensure equitable access to
health services, essential medicines and technologies of assured quality,
availability and safety.
• Governance for health, as the instrument to establish the mechanisms for
efficiency, transparency and accountability, and to prevent opportunities for fraud.
• Human resources for health, as the instrument to ensure that all Filipinos have
access to professional health care providers capable of meeting their health needs
at the appropriate level of care.
• Health information, as the instrument to establish a modern information system
that will provide evidence for policy and programme development in a timely
manner, as well as facilitate support for immediate and efficient provision of health
care and management of provincewide health systems.
(A knowledgeable, skilled and motivated health workforce is critical for reaching universal health
coverage. )

Three Levels of Primary Health Care Workers

A. Village or Grassroot Health Workers
 First contacts of the community and intial links of health care
 Provide simple curative and preventive healthcare measures promoting healthy
environment
i.e Community or health worker, Volunteers and Traditional birth attendants
(Participate in activities geared towards the improvement of the socio-economic level of the community
like food production program)

Barangay or Community Health worker

 A person who has undergone training programs under any accredited government
and NGOs
 Voluntarily renders primary health care services in the community after having
been accredited to function as such by the local health board in accordance with
the guidelines promulgated by the DOH.
Traditional birth attendant
- A person who assists the mother during childbirth and initially acquired her skills
by delivering babies herself or through apprenticeship to other traditional birth
attendants.

 Community health workers – key value is respect

 They can improve access to and coverage of communities with basic health
service.
 They are neither the panacea for weak health systems nor a cheap option.
 They are vulnerable unless they are driven, owned by and firmly embedded in
communities themselves.
B. Intermediate level Health Workers
 Represent the first source of professional health care attends to health problems
beyond the competence of village workers
 Provide support to front-line health workers in terms of supervision, training,
supplies and services
i.e. Medical Practitioners, Nurses, Midwives
Midwife
- A trained health professional who helps women during pregnancy, labor, and the
postpartum period, as well as care of the newborn.
(Midwife- It includes measures aimed at preventing health problems in pregnancy, the detection of
abnormal conditions, the procurement of medical assistance when necessary, and the execution of
emergency measures in the absence of medical help.)

C. First Line Hospital Personnel

 Provide back-up health services for cases that requires hospitalization
 Establish close contact with intermediate level health workers or village health
workers
i.e. Physicians with specialty, nurses, dentist, pharmacists and other health
professionals
Challenges in the Health Workforce
1. Inequality in the distribution of HRH
- Majority of HRH are hospital based
- Most HRH are in the more lucrative private sector
- NCR, Region 3 and Region 4A have higher proportion of Government Health Workers
than anywhere else in the Philippines
(More hospital-based doctors, nurses, PTs and OTs are in the private sector than in government. The
inadequate number of government positions are largely due to the inability of government to create
enough positions in the bigger hospitals. )

2. Unresolved issues on compensation and benefits

3.Inadequate human resource training, regulation and continuing education
4. Failure to strengthen policy, planning and management of human resources for
health (HRH)
5. Brain-drain phenomenon in Health workforce
- emigration of skilled health professionals
- as impacted the quality and quantity of the health workforce

Factors related to Inequality in the Distribution of Health Workers

 Lack of incentives to choose service-oriented career paths
 For MDs in particular:
-Government positions are not attractive among newly-licensed/trained MDs
 Safety and Security issues

Addressing HHR Challenges

Notable DOH HRH Programs

A. Doctors to the Barrios (DTTB)
Objective: To ensure quality health care service to depressed, marginalized and
underserved areas through the deployment of competent and community-oriented
doctors.
Benefits:
- Competitive salary
- Allowance for board, lodging, transportation and food from assigned municipality
 - Continuing education/ training
- Benefits as enumerated in the Magna Carta for Health Workers

B. Rural Health Midwives Program

- Midwives are assigned in BHS and RHU for improved maternal and child care. These
facilities can then provide Basic Emergency Obstetric and Newborn Care (BEmONC) or
Comprehensive Emergency Obstetric and Newborn Care (CEmONC)

Objective: To provide competent midwives to areas that have not performed well in
terms of facility-based deliveries, fully immunized child and contraceptive prevalence
rates

C. Rural Health Team Placement Program (RHTPP)

-Dentists, medical technologists, and nutritionist-dietitians are assigned in field health
facilities to complement existing RHU personnel.

Objective: To serve poor performing and hard-to-reach communities work hand in hand
with different healthcare professionals

D. Registered Nurses for Health Enhancement and Local Service (RN HEALS) –
Deployed nurses are assigned for 6 months in the community (Rural Health Units) and
then another 6 months for hospital service.

Objective: To address the surplus in inexperienced nurses, promote health of the

people and bring the government closer to them.

E. Medical Pool Placement and Utilization Program (MP-PUP) – Physicians and/or

medical specialists are assigned in DOH hospitals and/or Provincial Hospitals based on
needs and program criteria.