PDF(Pubmed)
Abstract：
BACKGROUND: For healthcare delivery to be optimally effective, health systems must possess adequate levels and we must ensure a fair distribution of human resources aimed at healthcare facilities. We conducted a scoping review to map the current state of human resources for health (HRH) in India and the reasons behind its shortage.
METHODS: A systematic search was conducted in various electronic databases, from the earliest available date till February 2024. We applied a uniform analytical framework to all the primary research reports and adopted the \"descriptive-analytical\" method from the narrative paradigm. Inductive thematic analysis was conducted to arrange the retrieved data into categories based on related themes after creating a chart of HRH problems.
RESULTS: A total of 9675 articles were retrieved for this review. 88 full texts were included for the final data analysis. The shortage was addressed in 30.6% studies (n = 27) whereas 69.3% of studies (n = 61) addressed reasons for the shortage. The thematic analysis of data regarding reasons for the shortage yielded five kinds of HRH-related problems such as inadequate HRH production, job dissatisfaction, brain drain, regulatory issues, and lack of training, monitoring, and evaluation that were causing a scarcity of HRH in India.
CONCLUSIONS: There has been a persistent shortage and inequitable distribution of human resources in India with the rural expert cadres experiencing the most severe shortage. The health department needs to establish a productive recruitment system if long-term solutions are to be achieved. It is important to address the slow and sporadic nature of the recruitment system and the issue of job insecurity among medical officers, which in turn affects their other employment benefits, such as salary, pension, and recognition for the years of service.
METHODS: A systematic search was conducted in various electronic databases, from the earliest available date till February 2024. We applied a uniform analytical framework to all the primary research reports and adopted the \"descriptive-analytical\" method from the narrative paradigm. Inductive thematic analysis was conducted to arrange the retrieved data into categories based on related themes after creating a chart of HRH problems.
RESULTS: A total of 9675 articles were retrieved for this review. 88 full texts were included for the final data analysis. The shortage was addressed in 30.6% studies (n = 27) whereas 69.3% of studies (n = 61) addressed reasons for the shortage. The thematic analysis of data regarding reasons for the shortage yielded five kinds of HRH-related problems such as inadequate HRH production, job dissatisfaction, brain drain, regulatory issues, and lack of training, monitoring, and evaluation that were causing a scarcity of HRH in India.
CONCLUSIONS: There has been a persistent shortage and inequitable distribution of human resources in India with the rural expert cadres experiencing the most severe shortage. The health department needs to establish a productive recruitment system if long-term solutions are to be achieved. It is important to address the slow and sporadic nature of the recruitment system and the issue of job insecurity among medical officers, which in turn affects their other employment benefits, such as salary, pension, and recognition for the years of service.
摘要：
背景：为了使医疗保健服务达到最佳效果，卫生系统必须具备足够的水平，我们必须确保针对医疗机构的人力资源的公平分配。我们进行了范围审查，以绘制印度卫生人力资源（HRH）的现状及其短缺的原因。
方法：在各种电子数据库中进行了系统搜索，从最早的可用日期到2024年2月。我们对所有主要研究报告都采用了统一的分析框架，并采用了叙事范式中的“描述性分析”方法。在创建HRH问题图表后，进行了归纳主题分析，以根据相关主题将检索到的数据分类。
结果：共检索到9675篇文献。最终数据分析包括88篇全文。30.6%的研究(n=27)解决了短缺问题，而69.3%的研究(n=61)解决了短缺问题的原因。有关短缺原因的数据的主题分析产生了五种与HRH相关的问题，例如HRH生产不足，工作不满意,人才外流,监管问题,缺乏培训，监测,以及导致印度HRH稀缺的评估。
结论：印度一直存在人力资源的持续短缺和不公平分配，农村专家干部的短缺最为严重。如果要实现长期解决方案，卫生部门需要建立一个富有成效的招聘系统。必须解决征聘制度缓慢和零星的问题,以及医务干事工作不安全的问题,这反过来又影响了他们的其他就业福利，比如工资，养老金,以及多年服务的认可。
方法：在各种电子数据库中进行了系统搜索，从最早的可用日期到2024年2月。我们对所有主要研究报告都采用了统一的分析框架，并采用了叙事范式中的“描述性分析”方法。在创建HRH问题图表后，进行了归纳主题分析，以根据相关主题将检索到的数据分类。
结果：共检索到9675篇文献。最终数据分析包括88篇全文。30.6%的研究(n=27)解决了短缺问题，而69.3%的研究(n=61)解决了短缺问题的原因。有关短缺原因的数据的主题分析产生了五种与HRH相关的问题，例如HRH生产不足，工作不满意,人才外流,监管问题,缺乏培训，监测,以及导致印度HRH稀缺的评估。
结论：印度一直存在人力资源的持续短缺和不公平分配，农村专家干部的短缺最为严重。如果要实现长期解决方案，卫生部门需要建立一个富有成效的招聘系统。必须解决征聘制度缓慢和零星的问题,以及医务干事工作不安全的问题,这反过来又影响了他们的其他就业福利，比如工资，养老金,以及多年服务的认可。
