Human Resources for Health Country Profile of Indonesia

The Public Health Reform Roadmap by the Ministry of Health put priority reforms on financing health care; drugs and health equipment availability; health management in the remote, country borderline areas and outer islands including human resources for health (HRH); and healthcare services. In the Strategic Plan document of the Ministry of Health year 2010-2014, HRH development is one of top eight priorities in health development. It includes several strategic activities such as HRH planning and management, pre-service and in service trainings, HRH quality including registration and certification and other management and technical support for HRH development program. Along with most social sectors, the health sector has been undergoing a process of decentralizing many responsibilities from central ministry to the district level particularly to the Provincial and District Health Offices. This has had implications on human resource planning and management which include the need for accurate and timely data and information on HRH. Most of the data required for this HRH country profile is still limited or incomplete. It has become clear that there is an urgent need to strengthen national health information system. Some key issues in HRH information need to address including weak coordination among stakeholder, inadequate use for decision making, various capacity of human resources in data processing of each level and lack of timely reporting and feedback. Special attention is required at both regional and national levels to create an up-to-date HRH information system. Health services are provided by both public and private institutions. In general, the ratio of health workers per 1000 population has increased from 1,42 per 1000 population in year 2009 to 2,11 per 1000 population in year 2010. The highest number of cadre is nurses with 160,074 and the lowest number is physiotherapist with 2,587. Imbalance distribution remains one of key issues not only between urban and rural but also among regions in Indonesia. The highest number of health workforces remains in Java/Bali . Migration or movement of the health workforce within and across country has become a great attention. So far in 2009 there were approximately 2892 nurses work in United Emirate Arab, United State of America, Saudi Arabia, Kuwait, the Netherlands, Singapore, Japan, and Norway. Distribution of health workers based on gender is also another issue, although the exact data is unavailable. There is a tendency of increasing female medical doctors and dentists, for example in mid 2010 the percentage of contract female doctors was 56% while the contract female dentists was 81%. This document failed to describe the age distribution by cadre and the public � private distribution by cadre due to lack of data. It is estimated 60 to 70 percent of publicly employed health worker engaged in dual practice, mainly in private practice and private facilities. Production of health workforce has been continuously increasing from year 2004 to 2009 especially in private health education institutions. Accreditation of health education institutions was conducted to ensure the quality of graduates. In-service training for health workforce is provided through technical and clinical trainings, management and leadership training and other professional development trainings. Projection of the health workforce requirement was developed for the HRH plan, which involved participation of stakeholders. The method used was the ratio of health workers to the certain value i.e. the health status measured by the life expectancy target. To improve deployment and distribution for HRH especially in remote and underserved areas, the MoH encourage the local government to provide additional incentives, scholarship, and other facilities such as vehicles, housing, telecommunication equipment and electricity as well as safety at workplace. This document showed that Human Resource Information System need to be strengthened both in local and national level

What Do Indonesian Nurses Want? Retaining Nurses in Rural and Remote Areas of Indonesia

Introduction: Lack of nurses in rural and remote communities of Indonesia has been a majo

Human Resource Development for Health in Indonesia: Challenges of Achieving the Millennium Development Goals

Background The development of Human Resources for Health (HRH) is one of the keys to achieving The Millennium Development Goals (MDG). Providing and ensuring the best health care service in every region of Indonesia has long been a major concern. Several challenges faced by HRH development are a shortage of professionals, uneven distribution of professionals between regions, a variety of settings (urban and rural), and management of the health workforce under a decentralization system. Aim This paper aims to assess the HRH progress made toward achieving the health-related MDGs. Methods A desk study was performed from relevant published materials. Literature was reviewed from databases of the Ministry of Health. A clear understanding of the progress and challenges is critical to accelerating the achievement of MDGs. Results The health policy of Indonesia has been adjusted to achieve MDGs. A significant scale‐up in the HRH can contribute to significant number to meet the MDGs. HRH dimensions that must be addressed include comprehensive HRH strategies and strengthening management under decentralization system. Conclusion Human resources are one of supporting unit in achieving Millennium Development Goals. Therefore, it is important to identify where we stand and mobilize more resources to meet the off track in MDGs

MANAGING HUMAN RESOURCES FOR HEALTH INDONESIA'S COUNTRY BORDER

Indonesia is an archipelago country comprises of 17.508 islands. The country shares land borders with Papua New Guinea, Timor Leste, and Malaysia. Seeking the health need, people cross the country border to meet the health care services. One of Indonesia's priority development is improving the health status in the country border. This paper will present the current health situation and health workers who work in health centers in the remote country border areas in the eastern part of Indonesia i.e East Kalimantan province, East Nusa Tenggara province and Papua province. Further emphasize is on the management aspect which is retention strategy to fulfill the adequate number of health workforce availability. A desk study was performed from relevant published materials. Literature was reviewed from databases of the Ministry of Health The Republic of Indonesia. A clear understanding of health country border situation and retention strategy is critical to face tomorrow challenges to improve health worker distribution and performance in that area

Analisis Efektivitas Implementasi Budaya Literasi pada MI Yaspi Sambung Jawa Makassar

Hasil penelitian ini menunjukkan: (1) Gambaran efektivitas implementasi budaya literasi di programkan di MI Yaspi Sambung Jawa Makassar yaitu mendorong tumbuhnya minat baca peserta didik dengan Pembiasaan membaca, menulis, mendengarkan, berbicara selama 15-20 menit materi non pelajaran seperti tokoh dunia, kesehatan, kebersihan, makanan, minuman sehat , cerita inspirasi dan motivasi, melatih anak-anak membaca dan menulis di waktu istirahat, kegiatan membaca dan menulis di pojok baca. (2) Efektivitas budaya literasi diimplementasikan di MI Yaspi Sambung Jawa Makassar dapat dilihat dengan memperhatikan bagaimana fungsi taman baca, koleksi buku, Minat dan kebiasaan membaca warga sekolah dan implementasi kegiatan literasi disekolah MI Yaspi Sambung Jawa Makassar belum berjalan efektif seperti yang diharapkan dikarenakan oleh beberapa faktor seperti yang di uraikan diatas. (3) kendala yang dihadapi sekolah terkait implementasi budaya literasi di MI Yaspi Sambung Jawa Makassar di pengaruhi oleh faktor penghambat yaitu Keterbatasan sarana fisik, meliputi perpustakaan, koleksi buku dan ruang baca, minimnya kegiatan atau acara pengenalan dan pembiasaan budaya literasi, selain kegiatan membaca buku sebelum pelajaran, minimnya budaya literasi di kalangan guru serta waktu untuk membaca buku masih kurang. dan faktor pendukungnya yaitu Kesadaran warga sekolah tentang pentingnya budaya literasi dan Partisipasi Orang tua/wali muri

Review Sistematis Peningkatan Retensi Tenaga Kesehatan di Daerah Tertinggal

Abstrak Indonesia merupakan salah satu dari 57 negara yang mengalami krisis Sumber Daya Manusia Kesehatan di dunia. Krisis tenaga kesehatan semakin dirasakan di daerah tertinggal yang mengakibatkan terhambatnya pembangunan Indonesia secara keseluruhan. Kondisi ini diperparah pula oleh rendahnya retensi tenaga kesehatan untuk mengabdi di daerah tersebut. Tujuan dari penelitian ini adalah menganalisis best practices dalam meningkatkan retensi tenaga kesehatan di daerah tertinggal. Sistematis review dilakukan dari database artikel di google scholar, pubmed, ebsco, proquest dan science direct dengan kata kunci " retensi tenaga kesehatan " dan " daerah tertinggal " . Pencarian dilakukan dengan rentang publikasi adalah 10 tahun lalu. Kriteria artikel adalah artikel yang direview oleh mitra bestari, dokumen pemerintah dan lokasi penelitian di negara berkembang. Didapatkan 33 referensi dari sekitar 2000 referensi yang memenuhi kriteria yang telah ditetapkan. Berdasarkan analisis yang dilakukan, kebijakan rekrutmen tenaga kesehatan yang berasal dari daerah tertinggal sangat disarankan. Selain itu kontrak kerja melalui mekanisme beasiswa pendidikan juga menunjukkan retensi yang baik. Wajib kerja dengan dukungan infrastruktur yang memadai juga perlu dipertimbangkan sebagai salah satu upaya meningkatkan akses terhadap tenaga kesehatan di daerah tertinggal. Pemberian insentif baik finansial maupun non finansial pada tenaga kesehatan di daerah tertinggal berkontribusi terhadap kebetahan mereka. Rekomendasi ini dapat digunakan oleh pemerintah pusat dan daerah untuk mempercepat pembangunan kesehatan di daerah tertinggal melalui kebijakan peningkatan retensi tenaga kesehatan. Kata kunci: retensi, tenaga kesehatan, daerah tertinggal, daerah terpenci

Human Resource Development for Health in Indonesia: Challenges of Achieving the Millennium Development Goals

The development of Human Resources for Health (HRH) is one of the keys to achieving The Millennium Development Goals (MDG). Providing and ensuring the best health care service in every region of Indonesia has long been a major concern. Several challenges faced by HRH development are a shortage of professionals, uneven distribution of professionals between regions, a variety of settings (urban and rural), and management of the health workforce under a decentralization system

Kajian Sumber Daya Manusia Kesehatan di Indonesia

Human resources for health in Indonesi

Nursing qualification and workforce for the Association of Southeast Asian Nations Economic Community

International nurse migration among Association of Southeast Asian Nations (ASEAN) countries has the potential to increase the effectiveness of health services and access for the ASEAN Economic Community. Providing equivalent nursing qualifications and licensure standards and increasing the availability of the nursing workforce has become a challenge for ASEAN members. The purpose of this study is: 1) to comparatively analyze information on nursing licensing examinations (NLE) across ASEAN countries; and 2) to present information on the human resources required for a successful nursing workforce. This study reviews all documents published on the subject within the ASEAN Economic Community. NLE systems exist in all ASEAN Member States (AMSs)s except Brunei, Vietnam, and Lao PDR. Nursing education systems also vary acrossASEAN countries. Language as a means of general communication and nursing examinations also differs. The availability of a qualified health workforce at the regional level is above the threshold in some areas. However, at the national level, Indonesia, Myanmar, Cambodia, and Lao PDR fall below the threshold. Professional licensure requirements differ among ASEAN nurses as a part of the process to become a qualified nurse in host and source countries. Mutual Recognition Agreements on nursing services should address the differences in NLE requirements as well as the availability of nurses. KEYWORDS ASEAN Economic Community, nursing qualification, nursing workforc