Showing 4 results for Human Resources
Mh Mehrolhassani, Mr Amiresmaili, M Iranmanesh,
Volume 14, Issue 0 (1-2019)
Abstract
Background and Objectives: Human resources is a key factor in achieving the Millennium Development Goals. Lack of indicators and standard tools for monitoring and evaluating human resources may cause limitations in achieving these goals. This study was done to develop evaluation indicators of human resources in the health sector.
Methods: The present study was carried out using the Delphi technique to extract the indicators of human resources evaluation in 2017. To conduct this study, three independent stages including a review of theoretical concepts, preparation of initial indicators of human resources evaluation, and consensus building were undertaken. The data were collected by a panel of 12 experts and representatives of related organizations in three rounds, with a scorecard designed to score from 1 to 10. In each round, the indexes that attained at least 8 out of 10 by two thirds of the experts were confirmed in the final model.
Results: In the first stage, 220 indicators were identified. The final model of human resources evaluation had 45 indicators in 11 main criteria. Four criteria were accepted at the stage of entrance to job market, (qualified applicants for health education, accreditation, capacity and outsourcing of health education institutions, approval and licensing). Five criteria were confirmed during the work (main indicators of availability and distribution, activity, productivity of labor force, waste and renewal, desirable governance on the information system of labor). Two criteria were accepted at the exit stage (transfer and withdrawal).
Conclusion: Despite the complexity of the human resources assessment, three different stages of the life cycle of the workforce (input, active labor force and output) should be considered for evaluation and monitoring. The indicators presented in this study make it possible to assess and monitor the health workforce.
E Ehsani Chimeh , A Ghadakchi, V Yazdi Feyzabadi, S Sadrossadat , A Mahi, Mh Mehrolhassani, M Iranmanesh,
Volume 14, Issue 0 (1-2019)
Abstract
Background and Objectives: Quantitative and qualitative improvement of human resources inequality have a significant effect on achievement to health system goals. The purpose of this study was to investigate the trend of geographic, supply, and gender distribution inequality of human resources of the Ministry of Health and Medical Education (MOHME) in Iran.
Methods: In this descriptive study, the trend of human resources of the Ministry of Health during the years 2009-2015 was investigated based on gender, level of education, and type of employment. In order to study the inequality, Lorenz curve and Gini coefficient index were used. Data were collected from the Human Resources Office of the Deputy of Management Development and Resources of the MOHME and analyzed by Excel 2013 and Stata-14 software.
Results: In the present study, women had the highest portion with a growth rate of 6.66% in 2015 and a Gini coefficient of 0.29 except in 2011. The highest and lowest growth rate compared to the base year in 2010 was related to specialist doctors (83.12) and general practitioners (-19.61), respectively. The lowest and highest Gini coefficient was related to the associate degree (0.26) and subspecialty (0.45), respectively.
Conclusion: The present study was the first study to investigate the trend of changes in the human resources characteristics of the MOHME at a national level. Since this study only considered the quantity of the trend of human resources changes, it is recommended that the quality of human resources be investigated in the future studies.
Sedighe Sadat Tabatabaei Far, Taha Kushki, Mohammad Jamshidi, Sajad Delavari,
Volume 17, Issue 2 (9-2021)
Abstract
Background and Objectives: The health sector will face a shortage of manpower during crises. The sustainability and retention of human resources during these conditions are vital. The purpose of this study was to explain possible policies and strategies to strengthen health workers during the crisis and prevent them from leaving the organizations and hospitals.
Methods: This was a scoping review research to find strategies for retention of human resources during epidemics. English and Persian databases were searched and relevant studies were selected and reviewed. The key pieces of information obtained were then categorized. Finally, suggested efficient policies and strategies were summarized and reported.
Results: A total of 168 different articles were collected. After excluding irrelevant studies, 21 articles were selected and fully reviewed. The results were classified into six main categories of policy-making as well as strategies to implement them.
Conclusion: Considering the epidemic situations, in order to strengthen and support human resources in times of crisis, it is recommended that policymakers and decision-makers of the health sector focus their attention on six major topics including education reform, financial support, psychological support, social and welfare support, professional support, and development of infrastructures in deprived and crisis-stricken areas. The important point about suggested strategies is that they need to be in accordance with the ongoing situation of their target societies, as we know that underdeveloped, developing and developed countries have a different set of circumstances and therefore require different priorities and policies.
Hamid Choobineh, Zeinab Parisay, Fatemeh Shahbazi, Gazaleh Danesh, Mahdi Nasri, Sayed-Saeed Hashemi-Nazari,
Volume 18, Issue 2 (9-2022)
Abstract
Background and Objectives: Human resources are the center of sustainable development in advanced management. Health, Safety and Environment (HSE) is a system that consistently and by means of human resources, facilities and equipment and tries to create a healthy, pleasant, fresh environment away from accident, damage and waste. This study was conducted to assess the health performance, Safety and Environmental Indicators (HSE) in the field of human resources development of Tehran Municipality.
Methods: This study was conducted as a descriptive cross-sectional and, the study base was all 22 districts of Tehran municipality. After designing and validating of HSE performance evaluation protocol, HSE status was evaluated in 22 districts of Tehran. The aforementioned protocol contained seven sections: leadership and commitment, policy and strategic goals, organization and documentation, risk management, planning, implementation and monitoring, audit and review). Its validity and reliability were determined by obtaining corrective opinions from specialists and experts inside and outside the municipal organization.
Results: In most areas of Tehran municipality, the inter-organizational communication index was the highest score. The highest score (68%) is related to this index. The mean overall score for performance evaluation was 46.6.
Conclusion: The HSE situation was undesirable (less than 70%) in more than half of Tehran's municipalities. Regions 4 and 7 were in desirable status (above 70%). Thus, for current situation improvement, we should use long-term strategy planning in the field of HSE.
