Health human resources
[7] Shortages of skilled birth attendants in many developing countries remains an important barrier to improving maternal health outcomes.
Access to healthcare is severely limited in many locations due to a shortage of skilled health personnel, particularly for disadvantaged populations.
Finally, intersectionality matters because women from minority backgrounds have more obstacles to career progression because of prejudice based on both race and gender.
Conclusion: The COVID-19 pandemic's persistent effects, shortages, uneven distribution, and skill imbalances are placing a tremendous burden on the world's health workforce.
Gender inequality not only presents structural obstacles but also persistently influences the lives and prospects of health workers across the globe.
[19] However, the evidence base remains fragmented and incomplete, largely related to weaknesses in the underlying human resource information systems (HRIS) within countries.
[25] Consequently, healthcare companies must maintain their dedication to improving the competencies and expertise of their personnel, particularly in domains that offer a competitive edge.
[27] Training and development, in Maimuna's opinion, are tools that help human capital explore their dexterity; as a result, they are essential to an organization's workforce's productivity.
Training programs can often provide evidence-based teaching practices with experiential learning and are essential to developing successful and powerful leaders who can oversee the complexity of the healthcare system and can optimize patient outcomes.
For instance, according to BMJ Leader, effective medical leadership programs frequently combine various teaching strategies, such as seminars, group projects, and action learning, which enhances results on several fronts.
[36] According to Medical Science Educators, transformational leadership is centered on developing trusting connections between leaders and subordinates, which improves job fulfillment, motivation, and staff loss, all leading to better healthcare delivery.
[38] The study demonstrates that greater rates of work engagement among federal employees are positively correlated with access to chances for training and development.
It emphasizes how important it is for leaders to participate in leadership development programs because they give them the tools to create a positive work atmosphere that improves employee engagement and organizational performance.
[38] Healthcare training and development encounter particular problems such as worker stress, scheduling conflicts, fast technology change, disease control protocols, and limited resources.
Frequent evaluation and feedback increase the efficacy of training, which eventually improves staff satisfaction and patient care.
Virtual reality (VR) and artificial intelligence (AI) are being used more frequently to provide stimulating and interactive training encounters.
[43] The WHO Workload Indicators of Staffing Need (WISN) is an HRH planning and management tool that can be adapted to local circumstances.
It guarantees that appropriate people occupy suitable positions, promoting the effective execution of managerial tasks such as planning, organizing, and directing.
In addition to employment, human resource planning encompasses tactics to enhance employee productivity and retention, including training, performance evaluations, and incentives.
Effective human resource planning inspires people, increases productivity, and assures the seamless operation of organizations.
Integrating data-driven workforce planning with these employee engagement and reward methods enables health systems and organizations to attain sustainable, long- term success.
[46] Numerous HHR studies have shown women healthcare providers earn significantly less on average than men despite similar professional titles, qualifications and job responsibilities.
