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SECTION 2. METHODOLOGY
Prior to the February 2011 PHRHA forum participants
were provided with an ‘HRH ROADMAP’– a schematic
framework of HRH management to assist in the identification
of problematic areas. Reproduced below, the guide focuses
on three broad areas – entry (preparing the workforce),
workforce (enhancing worker performance), and exit
(managing attrition). Within each of these were example
categories such as planning, education and recruitment
(entry); management & supervision, lifelong learning (existing
workforce); migration, health and safety (exit), and so on.
figure 1: HRH ROADMAP
Entry
Preparing the workforce
Planning: Workforce Planning Policy; Information
Systems
Education: Pre-Service Education; Basic Training
Recruitment: Policy; Tools
Human resources for health
Workforce
Enhancing worker performance
Exit
Managing attrition
Management and Supervision: Job Descriptions;
Tools
Compensation: Salary Structure and Level; Payment
Mechanisms
Regulation and Legislation: Scopes of Practice;
Standards and Competencies; Quality Assurance and
Improvement
Lifelong Learning: In-Service and On-The-Job
Training; Continuing Professional Development;
Polhn
Migration: Codes of Practice; Bilateral Arrangements
Career Choice: Change of Occupation or Activity
Health and Safety:
Retirement: Succession Planning
HRH issues and challenges in 13 Pacific Islands countries: 2011
Doyle et al.
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