Elif İŞLEKNurse,Health Management MSc.

School of Public HealthTurkish Ministry of Health

STRATEGIC PLANNING ON HUMAN RESOURCES FOR HEALTH

IN TURKEY (2008-2023)

Determination of HRH needs of Turkey for the next 15 years

Forecasting of health professional and new health jobs according to health care demands tendency and demographical changes and planning of their distribution

Planning of scaling up HRH production

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HRH-situational analysis (Harvard Assessment Tool)

HRH-policy development workshop TIH-HRH Unit “task force” identified and work

plan prepared WHO-simulation models translated into

Turkish and task force trained on how to use it

Required HR data collected and collated according to model format

Policy group and Technical Working Group identified.

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•Dominant morbidity and mortality patterns

•Relative emphasis given to public sector vs. private sector

•Growth rate in public health expenditure

•Growth rate in private health expenditure

•Relative emphasis given to personnel vs. non-personnel expenditure

•Relative emphasis given to preventive vs. curative care

•Relative emphasis given to primary care vs. higher-level care

•Relative emphasis given to urban population vs. rural population

•Relative emphasis given to high, medium and support level personnel

•Other assumptions that will affect this scenario

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CONTENT OF THE HRH STRATEGIC PLAN DOCUMENT

I. EXECUTIVE SUMMARY II. INTRODUCTION

A. The Purpose of Human Resource Planning B. The Role of a Strategic Plan C. Purpose of This Plan D. For Whom the Plan is Intended E. The Essential Elements of the Plan Contained in this Document

III. CURRENT POPULATION AND HEALTH SERVICES

A. Population B. Profile of the Health Service and Its Facilities C. Distribution of Staff by Type of Staff D. Staff in Training E. Organisation and Management of Human Resources

IV. HUMAN RESOURCE PROBLEMS AND ISSUES

A. Problems and Issues Perceived to Exist Now B. Problems and Issues That May Occur Over the Next Sixteen Years

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V. OBJECTIVES OVER THE PLAN PERIOD

A. Planning Assumptions B. Changing the Provision of Services

C. Proposed Staffing Establishments for Public Sector Health Service Institutions D. Total Staff Expansion E. Number of New Staff to Be Recruited

F. Training Needs

G. Management of the Workforce VI. POLICY PROPOSALS

A. Desirable Changes In Human Resource Activity B. The Strategic Human Resource Development Issue C. Implications of the proposed workforce development for new HR policy

Organisational Roles Staffing of Facilities Training and Recruitment Employment and Deployment Public/Private Sector Work

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VII. STRATEGIC IMPLEMENTATION PLAN

A. Actions and Activities That Will Be Required

VIII. MONITORING AND EVALUATION

A. Protocols for Implementation AchievementsB. Specification of Important Progress EventsC. Process for Annual Evaluation and Re-planning of Activities

CONTENT OF THE HRH STRATEGIC PLAN DOCUMENT

THANK YOU FOR YOUR ATTENTION