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Strengthening Human Resource Management Systems
by Tim Martineau([email protected] )
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
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HRH is a major bottleneck to achieving MDGs and other health goals
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Much effort it being put into scaling up the workforce
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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
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Policy to outputs (& outcomes)
Workforce with appropriate skills
for the job
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But to outsiders HRM systems can appear very opaque or unsystematic
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Mapping processes e.g. promotion
Source: Human Resources Development and Strategic Plan 2005-2025 (Lesotho)
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Additional components of the whole system
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Looking at HR functions as adaptive systems
Input Output
Standards
CompareTake action
Process
Author
high trust and low control vs low trust and high control - Flynn in Green and Collins IJHPM 2003
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The system and the
environment
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Does the system contribute to the wider purpose?
Input OutputProcess
Standards
Outcome/Purpose
Standards
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Integration with other HRM systems
Job descriptions
Performance Appraisal
Recruitment &
selection
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Integration with wider health system
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Other contextual factors
Labour marketEconomic situation
+++
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‘Human activity’ systems
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systems to influence human behaviour will have incentives and sanctions
included
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I can’t find your file!
Good systems can be distorted
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Potential application of
systems approach in HR
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Monitoring implementation
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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
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Filling a vacancy can be a complex business!
Source: Report of the Joint Design Mission to the Kenyan Health Sector, 2007.
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Hiring process for the US Department of Housing and Urban Development
Source: Washington Post, 26 March 2010
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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?
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Diagnose systems problems
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Systems become discussable
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Better HRM systems contribute to improved health workforce