Abstract：
Inadequate numbers, maldistribution, attrition, and inadequate skill-mix are widespread health and care workforce (HCWF) challenges. Intersectoral-inclusive of different government sectors, non-state actors, and the private sector-collaboration and action are foundational to the development of a responsive and sustainable HCWF. This review presents evidence on how to work across sectors to educate, recruit, and retain a sustainable HCWF, highlighting examples of the benefits and challenges of intersectoral collaboration. We carried out a scoping review of scientific and grey literature with inclusion criteria around intersectoral governance and mechanisms for the HCWF. A framework analysis to identify and collate factors linked to the education, recruitment, and retention of the HCWF was carried out. Fifty-six documents were included. We identified a wide array of recommendations for intersectoral activity to support the education, recruitment, and retention of the HCWF. For HCWF education: formalise intersectoral decision-making bodies; align HCWF education with population health needs; expand training capacity; engage and regulate private sector training; seek international training opportunities and support; and innovate in training by leveraging digital technologies. For HCWF recruitment: ensure there is intersectoral clarity and cooperation; ensure bilateral agreements are ethical; carry out data-informed recruitment; and learn from COVID-19 about mobilising the domestic workforce. For HCWF retention: innovate around available staff, especially where staff are scarce; improve working and employment conditions; and engage the private sector. Political will and commensurate investment must underscore any intersectoral collaboration for the HCWF.
摘要：
数量不足,分布不均,自然减员,技能组合不足是广泛的卫生和护理劳动力(HCWF)挑战。跨部门包容不同政府部门，非国家行为者，私营部门的合作和行动是发展反应迅速和可持续的HCWF的基础。这篇综述提供了关于如何跨部门合作教育的证据，招募,并保留可持续的HCWF，强调部门间合作的好处和挑战的例子。我们对科学和灰色文献进行了范围审查，并围绕部门间治理和HCWF机制进行了纳入标准。框架分析，以识别和整理与教育相关的因素，招募,并进行HCWF的保留。包括56份文件。我们为支持教育的部门间活动提出了广泛的建议，招募,和HCWF的保留。对于HCWF教育：使部门间决策机构正规化；使HCWF教育与人口健康需求保持一致；扩大培训能力；参与和规范私营部门的培训；寻求国际培训机会和支持；并通过利用数字技术进行培训创新。对于HCWF的招聘：确保部门间的明确性和合作；确保双边协议符合道德标准；进行数据知情招聘；并向COVID-19学习如何动员国内劳动力。对于HCWF保留：围绕可用员工进行创新，特别是在工作人员稀缺的地方；改善工作和就业条件；并让私营部门参与进来。政治意愿和相应的投资必须强调HCWF的任何部门间合作。
