Strengthening Human Resource Management Systems

Strengthening Human Resource Management Systems

by Tim Martineau(T.Martineau@liv.ac.uk)

Liverpool School of Tropical Medicine, UK

Human Resources for Health Knowledge HubInaugural Forum on Human Resources for Health in the Asia and Pacific

Regions Sydney, 8th and 9th April 2010

HRH is a major bottleneck to achieving MDGs and other health goals

Much effort it being put into scaling up the workforce

We need effective HRM systems to make new investments sustainable

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We urgently need to be able to analyse the

current problems and design better HRM systems

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Systems concepts

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The system and its components

Policy to outputs (& outcomes)

Workforce with appropriate skills

for the job

But to outsiders HRM systems can appear very opaque or unsystematic

Mapping processes e.g. promotion

Source: Human Resources Development and Strategic Plan 2005-2025 (Lesotho)

Additional components of the whole system

Looking at HR functions as adaptive systems

Input Output

Standards

CompareTake action

Process

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The system and the

environment

Does the system contribute to the wider purpose?

Input OutputProcess

Standards

Outcome/Purpose

Standards

Integration with other HRM systems

Job descriptions

Performance Appraisal

Recruitment

& selection

Integration with wider health system

Other contextual factors

Labour marketEconomic situation

+++

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‘Human activity’ systems

systems to influence human behaviour will have incentives and sanctions

included

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Good systems can be distorted

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Potential application of

systems approach in HR

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Monitoring implementation

Checklist for a systems approach

• What is the system meant to produce (output)?• To what standards?• Does this system contribute to an improved health

workforce (and health service)? How?• How do I know the system is working (compare)?• What action can be taken? (inputs, process or

standards)• Is the problem with the policy, or with the system for

implementing it?

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Systems improvement

Filling a vacancy can be a complex business!

Source: Report of the Joint Design Mission to the Kenyan Health Sector, 2007.

Hiring process for the US Department of Housing and Urban Development

Source: Washington Post, 26 March 2010

Possible application to the 4 HRH hub

areas

• Migration

• Leadership and management

• HRH for maternal health etc

• HRH for public health emergencies

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So how will a systems

approach to HRM help?

Diagnose systems problems

Systems become discussable

Better HRM systems contribute to improved health workforce