Human resource is one of the very important aspects of
management within an organisation. An organisation exists because of the people
in it and organization’s productivity merely depends on the workers optimal performance.
In health care system, the World Health Organisation (WHO,2006) defines
performance of health workers in terms of four dimensions and that include availability,
productivity, responsiveness, and competency. In Papua New Guinea, health
workers deliver services in line with the government policy framework and
standard as authorised by the National Health Administrative Act 1997 and these
four dimensions defined by WHO is applicable for health workers to achieve
optimal performance. Thus, this paper will discuss these four dimensions as
indicators of high performances and will also outline possible strategies to
achieve optimal performance of health worker.
First and foremost is the availability of staff. Health
workers presence at the health facility determines the performance of the
health workers with in the health system. The number of qualified staff being
available at the health facility will determine the quality of task being
performed and would reduce the waiting time for the client or the patient to be
treated. If a health facility is understaffed, then there is high possibility
of workload and overtime work which would eventually develop low feelings for
others thus creating high absenteeism at the workplace (WHO, 2006). The WHO
also supports that health workers may leave the health facility for another
health care provider and this may cause high turnover of staff which would
directly affect the health service being provided.
Studies have shown that health workers have various “push
and pull” factors that cause that cause them to stay put or move to other location
(Padarath et al., 2003 & Zurn et al., 2004).Factors like, low salaries,
difficult working and living conditions and limited career opportunities are
some examples of pushing factors while pulling factors can include higher
remuneration, improved living conditions, a better working environment (WHO,
2006; various authors cited in Buchan et al., 2005).
Therefore, in order to retained health workers, the pulling
factors must be addressed.
·
Higher
remuneration must be provided for health workers,
·
Living
conditions for the health workers must be improved and,
·
The
working conditions must also be improved to suit the workers interest to be
committed and stable in order to deliver quality health service.
Another factor that can be used to assess performance
improvement of workers is increase productivity. This specifically refers to
the occupancy rate, the outpatient visit and the type of interventions provided
per worker or facility and also the number of patient contacts made by the
health workers (WHO, 2006). These are the main indicators which can improve
productivity and show that there is improvement in workers performance.
In order for that to happened, these are some strategies
that can be executed for an optimal performance.
·
Certain
benefits and allowances must be provided for the health worker,
·
Workers
must be socially recognised for their efforts made and,
·
Regular
and appropriate management and supervision must be provided for the health
workers.
This is to ensure the health workers are happy and treats a
lot of patient effectively and efficiently. In that way, the health workers are
productive thus achieving the optimal performance.
Health workers
responsiveness is another common indicator that can demonstrate that there is
improvement in the performance of the health worker. Clients seeking health
care at a health facility appreciates the health workers who are responsiveness
to them thus creating a sense of satisfaction because their demands are being
met. A study in Uganda on the performance of workforce shows that most of the
health workers (89.9%) agreed that their clients are always satisfied with
their services while the majority of the respondents (79.7%) indicated that
they get professional support to improve their performances. The study also
revealed that some of the clients are not satisfied with the services because
the health workers are not meeting both the clinical and emotional needs of
them and services is not timely. This can be attributed to organisational
constraint such as the low staffing level, heavy workload, poor work flow
structures and probably lack of some essential drugs and equipment necessary
for performance (Nzinga et, 2009).
Therefore, in order for the health worker to response timely
meeting the emotional and clinical need of the client, the management must ensure;
·
The
level of the staff is increased to reduce work load,
·
Relevant
and sufficient drugs and equipment are made available for the health workers to
use and,
·
A
good work flow structure for the health workers must also be in place. This
work structure must include the workers duty statement and roster as well as
the appraisal clearly spelt out for tangible outcome in the workplace.
This is to ensure the health workers must be responsive to
the patient thus achieving the optimal performance as expected.
Another factor that can determine the performance of the
health worker is competency. Competency include the skills necessary for the
health workers to their work with confident while prescribing the right type of
the treatment for the client (WHO, 1993). The WHO also supports that competency
may also include health workers attitude towards the patient care taking into
effective consideration of the need for timely referral for the patient who
needs further treatment and care. Communication skills is also one of the very
important aspect of health worker for patient support and care as listening,
guidance, clear expectations and prerequisites for better performance. (Huang
et, 2006).It
was seen that health workers competency covers some wide aspect of areas which
needs to be considered for optimal performance.
In order for the health workers to achieve optimum
performance, they need to possess certain knowledge, skills and abilities. High
level of knowledge, skills and abilities among health workers are necessary for
effective performance. (Liu, 2007).A good example is from a study done in India, where there
is considerable improvement in the outcome of maternal health as a result of
good skills in identifying obstetric cases, good counselling and communication
skills. (Iyengar, 2009).Therefore, the main strategy to be taken now is to,
·
Send
the health workers for continuous education so that they can use their
knowledge and skills to improve the safety of the client ,
This is to ensure optimal performance is achieved by the
health workers.
To conclude, this essay have describe the key indicators of
health workers performance which are recommended by the WHO and they are
workers availability, productivity, responsiveness and competencies. The essay
has also outlined some possible strategies which can be used to enable workers
to achieve the optimal performance based on the performance indicators as
described.
List of References
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Pictures of Some Potential Health Workers.
Seeing here is a traditional dance performance done by the East Sepik Student Association of DWU at the Corporate dinner.
Here is the Minister for Commerce,Trade and Industry Hon.Richard Maru flanked by the DWU SRC President Mr.Phillip Bosuk (left).
The SRC Female Vice President of Modilon Campus Ms.Jessica Wape (left) with Ms.Christine Ava the Vice Chair Person of the Commissioning Commitee for 2013 at Madang Resort Hotel (some helpers for the night).
