CONSIDERATIONS REGARDING REMUNERATION OF THE FACTOR OF PRODUCTION “ORE” - THE MINING RENT SYSTEM IN ROMANIA

The setting mechanism of the remuneration proper to the factors of production is not different from the merchandise price determination, in this case the type of the market pattern being. When the price of the production factors is determined it must be considered both the type of the market where the goods are sold (as output of the manufacture process) and the type of the market where the production factors are provided (engaged). Among the incomes determined by using the production factors mix, the rent represents a very important one. Due to its long term existence, the revenue of rent is one of the economical notion, which has the largest application and the most different signification. For a long time, the rent was attached to the use of the natural resources, especially to those of the earth. Nowadays the application area of this notion has been extended over some other factors of production. In Romania, on the ground of the mining branch development, there were not too many reason of the economic efficiency and the theoretical developments with reference to the costs generated by using the factors of production were ignored. The correct substantiation of the decisions with reference to the application of the national mineral potential can’t ignore the costs generated by the remuneration of the production factor in the mining revenue system

Increasing access to health workers in underserved areas: a conceptual framework for measuring results.

Many countries have developed strategies to attract and retain qualified health workers in underserved areas, but there is only scarce and weak evidence on their successes or failures. It is difficult to compare lessons and measure results from the few evaluations that are available. Evaluation faces several challenges, including the heterogeneity of the terminology, the complexity of the interventions, the difficulty of assessing the influence of contextual factors, the lack of baseline information, and the need for multi-method and multi-disciplinary approaches for monitoring and evaluation. Moreover, the social, political and economic context in which interventions are designed and implemented is rarely considered in monitoring and evaluating interventions for human resources for health. This paper proposes a conceptual framework that offers a model for monitoring and evaluation of retention interventions taking into account such challenges. The conceptual framework is based on a systems approach and aims to guide the thinking in evaluating an intervention to increase access to health workers in underserved areas, from its design phase through to its results. It also aims to guide the monitoring of interventions through the routine collection of a set of indicators, applicable to the specific context. It suggests that a comprehensive approach needs to be used for the design, implementation, monitoring, evaluation and review of the interventions. The framework is not intended to be prescriptive and can be applied flexibly to each country context. It promotes the use of a common understanding on how attraction and retention interventions work, using a systems perspective

Evaluated strategies to increase attraction and retention of health workers in remote and rural areas

The lack of health workers in remote and rural areas is a worldwide concern. Many countries have proposed and implemented interventions to address this issue, but very little is known about the effectiveness of such interventions and their sustainability in the long run. This paper provides an analysis of the effectiveness of interventions to attract and retain health workers in remote and rural areas from an impact evaluation perspective. It reports on a literature review of studies that have conducted evaluations of such interventions. It presents a synthesis of the indicators and methods used to measure the effects of rural retention interventions against several policy dimensions such as: attractiveness of rural or remote areas, deployment/recruitment, retention, and health workforce and health systems performance. It also discusses the quality of the current evidence on evaluation studies and emphasizes the need for more thorough evaluations to support policy-makers in developing, implementing and evaluating effective interventions to increase availability of health workers in underserved areas and ultimately contribute to reaching the United Nations' Millennium Development Goals

Addressing the human resources for health HRH crisis in countries: how far have we gone? What can we expect to achieve by 2015?

The World Health Report 2006 identified 57 countries world-wide whose health worker to population density fell below a critical threshold of 2.3 per 1,000 population. This meant that below this critical threshold, a country could not provide the basic health services to its population, defined here as 80% immunization coverage and 80% skilled birth attendance at delivery. Of the 57 countries, 36 are located in Africa.This article reviews the progress countries have made in addressing their health workforce crisis. It cites 3 of the most recent global studies and the indicators used to measure progress. It also features the experiences of 8 countries, namely Malawi, Peru, Ethiopia, Brazil, Thailand, Philippines, Zambia, Mali. Their situations provide a diverse picture of country efforts, challenges, and successes. The article asks the question of whether the target of 25% reduction in the number of crisis countries can be achieved by 2015. This was a goal set by the World Health Assembly in 2008. While the authors wish to remain optimistic about the striving towards this target, their optimism must be matched by an adequate level of investment in countries on HRH development. The next four years will show how much will really be achieved

Abordando la crisis de los recursos humanos para la salud: ¿hasta dónde hemos llegado? ¿Qué podemos esperar lograr al 2015?

The World Health Report 2006 identified 57 countries world-wide whose health worker to population density fell below a critical threshold of 2.3 per 1,000 population. This meant that below this critical threshold, a country could not provide the basic health services to its population, defined here as 80% immunization coverage and 80% skilled birth attendance at delivery. Of the 57 countries, 36 are located in Africa. This article reviews the progress countries have made in addressing their health workforce crisis. It cites 3 of the most recent global studies and the indicators used to measure progress. It also features the experiences of 8 countries, namely Malawi, Peru, Ethiopia, Brazil, Thailand, Philippines, Zambia, Mali. Their situations provide a diverse picture of country efforts, challenges, and successes. The article asks the question of whether the target of 25% reduction in the number of crisis countries can be achieved by 2015. This was a goal set by the World Health Assembly in 2008. While the authors wish to remain optimistic about the striving towards this target, their optimism must be matched by an adequate level of investment in countries on HRH development. The next four years will show how much will really be achieved.El reporte mundial de la Salud del 2006 (World Health Report 2006) ha identificado 57 países en los que la densidad de trabajadores de salud con respecto a la población general se encuentra por debajo del umbral crítico de 2,3 por 1000 habitantes. Esto significa que por debajo de este umbral crítico, un país no sería capaz de brindar los servicios básicos para su población, definidos como el 80% de coberturas de inmunización y 80% de atención calificada del parto. De los 57 países, 36 pertenecen al África. Este artículo revisa el progreso realizado por los países para afrontar su crisis de recursos humanos en salud. Cita tres de los estudios mundiales más recientes y los indicadores utilizados para medir el progreso. Asimismo, se presenta la experiencia de ocho países: Malawi, Perú, Etiopía, Brasil, Tailandia, Zambia y Mali. Ello brinda un panorama diverso de esfuerzos, retos y éxitos en cada uno de estos países. El artículo lanza la interrogante sobre si la meta de una reducción del 25% en el número de países en crisis puede lograrse para el año 2015, objetivo definido por la Asamblea Mundial de la Salud en el 2008. El optimismo que los autores quisieran mantener sobre los esfuerzos orientados a esta meta, debe ir sin embargo a la par con un adecuado nivel de inversión de los países en recursos humanos en salud. Los siguientes cuatro años nos mostrarán cuánto en realidad puede ser logrado