Human resources development (HRD)
HRD vision and goal, strategies and implementation approaches
The ultimate goal of HRD for comprehensive TB control is to have the right number of people, with the right skills, in the right place, at the right time, who are motivated and supported to provide the right services to the right people. The HRD vision and goal for comprehensive TB control contribute to reaching the vision and the goal for overall TB control as outlined in the Stop TB Strategy. The table below summarizes the vision and goal for HRD for implementation of the Stop TB Strategy. The result of having a sufficient number of staff in all categories who are competent should be responsiveness, productivity, and client satisfaction. Specifically, responsiveness ensures that the patients being served are treated appropriately, regardless of whether or not their health improves or who they are; productivity ensures the maximum effective health services and health outcomes possible; and client satisfaction ensures there is demand for these services.
Effective strategies provide the roadmap for reaching and sustaining the goal for HRD for comprehensive TB control, and enhance the performance of the health system, even under difficult circumstances. Each strategy will differ according to the specific country context and the planned objectives and activities.
Towards comprehensive TB control: HRD vision, goal, key strategies and implementation approaches
A world where every person everywhere has access to a motivated and supported health worker who is skilled in TB control based on the Stop TB Strategy.
Health workers at different levels of the health system have the skills, knowledge, and attitudes (professional competence) necessary to successfully implement and sustain comprehensive TB control services based on the Stop TB Strategy.
A sufficient number of health workers of all categories involved in comprehensive TB control is available at all levels of the health system with the needed support systems to motivate staff to use their competencies to provide quality preventive and curative TB services for the entire population according to their needs.
Key strategies and implementation approaches for reaching the HRD goal for implementation of the Stop TB Strategy
- Contribute to overall workforce planning and policy development
- Assess HR needs for the implementation of the Stop TB Strategy
- Participate in HR policy revisions to enable the implementation of the Stop TB strategy
- Organize ongoing in-service training (clinical, laboratory, and managerial) for all health workers involved in the implementation of the Stop TB Strategy; that is, promote and sustain lifelong learning including:
- Initial training in all aspects of basic DOTS implementation for existing staff and new hires
- Initial training on TB-HIV and MDR-TB
- Retraining (major performance problems), e.g., a formal training course
- On the job training (refresher: small performance problems that can be addressed during a supervisory visit)
- Continued education (to gain more skills and knowledge)
- Training/orientation of all public and private providers in TB control
- Advanced training on management aspects (e.g., such as health financing, leadership/governance, business planning, organizational development)
- Strengthen pre-service training (basic training) for physicians, nurses, laboratory technicians, and other health workers involved in the implementation of the Stop TB Strategy.
- Engage in strategic partnerships for health workforce development for comprehensive TB control with:
- Training divisions/institutions
- Other in-service training programmes, e.g., HIV/AIDS
- Ministry of Education and other relevant ministries
- Professional associations
- Private sector including NGOs
- Bilateral and international organizations
- Contribute to integrated personnel management systems to foster adequate workforce planning, recruitment, hiring, deployment, and retention.
- Monitor and supervise health worker performance to:
- detect performance deficiencies;
- identify new staff in need of training;
- identify additional staff needs for current interventions and for new interventions/strategies.