Bulletin of the World Health Organization

Priorities for research into human resources for health in low- and middle-income countries

Michael Kent Ranson, Mickey Chopra, Salla Atkins, Mario Roberto Dal Poz & Sara Bennett

Volume 88, Number 6, June 2010, 435-443

Table 3. Ranking of research questions on human resources for health (HRH) according to the average scores awarded by participants in a consultative workshop, 2008

Rank Research questions on HRH No. of workshop participants awarding scores Average score Range of scores
1 To what extent do financial and non-financial incentives work in attracting and retaining qualified health workers in underserviced areas? (Previous question 9, reworded) 15 7.80 3–9
2 What is the impact of dual practice (i.e. a health-care worker practising in both public and private sectors) and multiple employment? Are regulations on dual practice required and, if so, how should they be designed and implemented? (Previous question 5, reworded) 14 7.58 6–9
3 How can financial and non-financial incentives be used to optimize efficiency and the quality of health care? (Previous question 10, reworded) 15 7.53 5–9
4 What is the optimal mix of financial, regulatory and non-financial policies for improving the distribution and retention of health workers? (Previous question 20, reworded) 15 7.40 5–9
5 What are the extent and effects of the out-migration of health workers and what can be done to mitigate problems with out-migration? (Previous question 19, reworded) 15 7.33 5–9
6 What are the conditions, regulations, and financial and other inputs required to most efficiently and optimally implement task shifting? (Previous question 15, reworded) 14 7.29 5–9
7–8 What is the cost-effectiveness of different mechanisms for scaling up pre-service HRH training programmes? (Previous question 1, reworded) 15 7.13 3–9
7–8 How can human resources in the private sector be involved in achieving health systems goals? (Previous question 14, reworded) 15 7.13 4–9
9 What are the relative strengths and weaknesses of different models for regulating the private sector in LMICs? (Previous question 6, reworded) 15 7.07 5–9
10–12 What is the effectiveness of different accreditation interventions for training programmes (pre- and post-employment) in improving health worker performance? (Previous question 2, reworded) 15 7.00 5–9
10–12 What is the effectiveness and implementability of pay-for-performance initiatives? (Previous question 8, reworded) 15 7.00 4–9
10–12 Which types of data are required for HRH planning, and how can systems for collecting them be strengthened or established? How does one assess supply and demand in HRH? (Previous question 18, reworded) 15 7.00 4–9
13–14 What are the determinants of the effectiveness of professional bodies (e.g. associations and councils) in regulating practice? (Previous question 7, reworded) 15 6.93 5–9
13–14 How can national HRH planning be optimized and coordinated? (Previous question 17, reworded) 15 6.93 5–9
15 What is the relative effectiveness of different kinds of performance management systems for optimizing staff performance? (Previous question 11, reworded) 15 6.87 4–9
16 What are the barriers to and facilitators of the implementation of HRH plans? (New question) 14 6.86 4–9
17 How effective is re-licensing in improving health worker performance? (Previous question 4, reworded) 13 6.77 5–8
18 How can one assess whether health-care staff are satisfied with their work? Which cost-effective measures increase the level of job-satisfaction? (Previous question 13, reworded) 15 6.67 4–9
19 What can be done to improve the status of women as health-care providers, managers and decision-makers? (Previous question 21, reworded) 14 6.57 3–9
20 What are the relative effectiveness and cost-effectiveness of mechanisms for collecting consumer feedback on the performance of health workers? (Previous question 16, reworded) 14 6.29 4–9
21 Which strategies are effective in improving the day-to-day management and supervision of HRH? (Previous question 12, reworded) 15 6.27 3–9
22 With respect to in-service training, what are the optimal size and composition of outreach meetings and workshops for improving health worker behaviour? (Previous question 3, reworded) 15 6.20 3–8

LIMIC, low- and middle-income countries.

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