Human resources for health policies: a critical component in health policies

In the last few years, increasing attention has been paid to the development of health policies. But side by side with the presumed benefits of policy, many analysts share the opinion that a major drawback of health policies is their failure to make room for issues of human resources. Current approaches in human resources suggest a number of weaknesses: a reactive, ad hoc attitude towards problems of human resources; dispersal of accountability within human resources management (HRM); a limited notion of personnel administration that fails to encompass all aspects of HRM; and finally the short-term perspective of HRM. There are three broad arguments for modernizing the ways in which human resources for health are managed: • the central role of the workforce in the health sector; • the various challenges thrown up by health system reforms; • the need to anticipate the effect on the health workforce (and consequently on service provision) arising from various macroscopic social trends impinging on health systems. The absence of appropriate human resources policies is responsible, in many countries, for a chronic imbalance with multifaceted effects on the health workforce: quantitative mismatch, qualitative disparity, unequal distribution and a lack of coordination between HRM actions and health policy needs. Four proposals have been put forward to modernize how the policy process is conducted in the development of human resources for health (HRH): • to move beyond the traditional approach of personnel administration to a more global concept of HRM; • to give more weight to the integrated, interdependent and systemic nature of the different components of HRM when preparing and implementing policy; • to foster a more proactive attitude among human resources (HR) policy-makers and managers; • to promote the full commitment of all professionals and sectors in all phases of the process. The development of explicit human resources policies is a crucial link in health policies and is needed both to address the imbalances of the health workforce and to foster implementation of the health services reforms

Sonocrystallization of Interesterified Fats with 20 and 30% C16:0 at sn-2 Position

The objective of this study was to induce crystallization in enzymatically interesterified fats (IE) with 20 and 30% palmitic acid at the sn-2 position using high intensity ultrasound (HIU). The physical blends (PB) used to prepare these two IE were consisted of tripalmitin and high oleic sunflower oil and contained 13.2 and 27.1% tripalmitin, respectively. Crystallization behavior of IE was compared with PB at supercoolings of 9, 6 and 3 °C. Results show that the melting point, SFC, and crystallization rate of PB were higher than IE and were driven mainly by tripalmitin content. HIU induced crystallization and generated small crystals in the IE samples. At 9 °C supercooling, sonication did not increase the viscosity of IE C16:0 20%, while that of the IE C16:0 30% increased significantly from 192.4 ± 118.9 to 3297.7 ± 1368.6 Pa·s. The elastic modulus (G’) for IE C16:0 30% increased from 12521 ± 2739.8 to 75076.7 ± 18259 Pa upon sonication at 9 °C supercooling, while the G’ of the IE C16:0 20% did not increase. Similar behavior was observed for the other supercoolings tested. This research suggests that HIU can improve the functional properties of IE with low content of C16:0 creating more viscous and elastic materials. These fats with low C16:0 content and improved functional properties could be used as trans-free fat alternatives