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Providing Treatment, Restoring Hope
Workforce Recruitment and Retention –
How do we Address HR Sustainability
Pat Bass
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Slide 2
What are some of the concerns
• Workload/human resource management• Competition• Burn-out• Need to care for family• “Brain-drain”• Professional satisfaction• Performance and accountability• Incorrect/inadequate knowledge• Recruiting to rural areas• High attrition -> low institutional knowledge
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Slide 3
Anecdotal Evidence
• AIDSRelief LPTF staff work longer hours than other hospital staff leading to faster burn out
• High turnover rate among LPTF SI staff; more competition for skilled workers
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Slide 4
Addressing Sustainability
Transition strategy began the first day of the project
• CF hires local experts to provide strategic information TA
• CF provides on the job training and professional development as necessary
• LPTFs may / may not have resources to hire experts but need training program in place
• Hire motivated staff with direct interest in program
• Address the professional needs of staff; essential component necessary to promote change
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Slide 5
Our Current Strategy
• Address balance between work and free time• Professional satisfaction• Work environment• Providing the 3M’s (IQSolutions)• Opportunity for professional development• Provide comprehensive health care for
workers including HIV care & treatment / workplace HIV/AIDS policy should be in place
• Supportive supervision
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Slide 6
Recruiting barriers; managing employees; and reasons for attrition
EmploymentTraining
Working conditionsHR Management
Employee PerformancePerceived risks
Financial motivationCommunity & work conditions
Management skills/communicationPersonal development /promotion
Appropriate staffing levelsWork load balance
Staff support
RecruitmentQualified staff
Rural vs. UrbanFinancial
AttritionResignationCompetitionBrain Drain
** Adapted from WHO Treat, Train, Retain (Guerma, 2006)
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Slide 7
Discussion Questions
• How do we improve retention of qualified staff at LPTFs?
• How do we enhance human resource management at both private and public hospitals?
• What is the budget balance between training (new staff) and improving retention
• What are some innovative solutions for recruitment and retention?