sagakaderg Sağlık Akademisyenleri Dergisi 2148-7472 2636-7572 Dünya Kongre Sürdürülebilir Sağlık Sistemleri, Sağlık İnsan gücü Planlaması Building Sustainable Healthcare Systems: Health Human Resources Planning S. Akgün St. John International University ITALY, UNITED STATES, President, Health Care Academician Society Al-assaf A. F. Emeritus of Health Admin and Policy, University of Oklahoma, USA 01 01 2014 1 1 1 10 Copyright © 2014, Sağlık Akademisyenleri Dergisi 2014 Sağlık Akademisyenleri Dergisi

Pozisyonun gerekliliklerini karşılamak amacıyla kişilerin eğitimleri ve yetenekleri doğrultusunda en uygun işe seçilmeleri insan gücü planlaması olarak tanımlanır. Sağlık kuruluşları verdikleri hizmetin çeşitliliği, büyüklüğü gibi bazı faktörleri göz önün alarak yeterli insan gücünü bulundurma zorundadır. Dünyada sağlıkta insan gücü planlaması ve seçiminde en önemli problemlerden birisi yeterli sayıda sağlık insan gücü kaynağının olmamasıdır. Dünya Sağlık Örgütü bugün, dünyada 4 milyondan fazla doctor, hemşire, ebe ve diğer sağlık personeli açığı olduğu ve bu sayının her geçen gün arttığını belirtmektedir. Bu makalede sağlık kuruluşlarında görev yapan insan kaynakları uzmanları ya da Başhekim gibi yöneticilere insan gücü planlamasına yönelik bazı pratik öneriler ve ip uçları sunulmaktadır.

The selection of suitable candidates on the basis of their skill-set and requirements of the job is known as manpower staffing. Health services depend critically on the size, skills, and commitment of the healthcare workforce adequate. One of the main problems in staffing issues in the world is shortage of health care professionals worldwide. WHO estimates a shortage of more than 4 million doctors, nurses, midwives and other healthcare professionals in the world. Objective: This article summarizes some features and practical suggestions to human resource managers and Chief Medical Officers in developing a holistic view of human resource planning in health care. Methods: It will provide some practical information through a case study and will summarize the main developments and methods have been used in the area of healthcare workforce policy and how these have affected key health workforce performance outcomes. Results and Conclusion: The staffing plan in a healthcare setting should be based on the level of scope of care provided, the frequency of care and the level of competency of staff necessary to provide quality care. Number, types, and desired qualifications of staff shall be identified using a recognized staffing method for each category and documented in the plan. The authors recommends that in view of inevitable and sometimes unforeseeable changes in the healthcare field and in the wider political and economic situation it is essential to make regular and systematic reviews of the Staffing, Recruitment and Retention Plans.

 Sağlık İnsan Gücü Planlaması Personel Planlaması Pratisyen Hekim health human resource planning staffing plan physician staffing 1. Working together for health, WHO report, 2006 2. Joint WHO/AAAH conference on Getting committed health workers to underserved areas:a challenge for health systems, 23–25 November 2009, Hanoi, Viet Nam. 3. Kabene S., Human Resources in Healthcare, Health Informatics and Healthcare Systems, IGI Global, 2011 4. Birch S. Health human resource planning for the new millennium: Inputs in the production of health, illness and recovery in populations. Canadian Journal of Nursing Research, 33: 109-114., 2002 5. Lomas J, Stoddart G, Barer M.Supply projections as planning: A critical review of forecasting net physician requirements in Canada. Social Science and Medicine, 20: 411-424.1985 6. Rickets, T.C.III, Healthcare workforce planning ın Fried, B.J;Frottler MD &Johson J.A(eds.) Human Resources in healthcare:Managing for success (pp25-42), Chicago,12:Health Administration Press, 2005 7. The Hospital Executive’s Guide to Physician Staffing, Hugo J. Finarelli, Jr.,PhD, HCPro, Inc., Health Leaders,, ISBN, 978-1-60146-288-6, Marhkead, MA, 01945, 2009 8. Merritt, Hawkins & Associates Guide to Physician Recruiting, Will the Last Physician in America Please Turn Off the Lights? Guidelines for Assessing Physician Recruitment Needs. David C. Goodman, MD, MS, 211 Strasenburgh Hall, Dartmouth Medical School, Hanover, NH 03755. ... Goodman et al. Health Aff (Millwood) 2006;25:521-531. ... 1996 American Medical Association 9. Report of the Graduate Medical Education National Advisory Committee to the Secretary, Department of Health and Human Services, Volume III, Health Resource Administration, Hyattsville, MD. Office of Graduate Medical Education 10. Folland, S., Goodman, A.C., & Stano, M. (2001). The economics of health and health care. Upper Saddle River, N.J: Prentice-Hall, Inc. 11. Does Having More Physicians Lead to Better Health System Performance? David C. Goodman, MD, MS; Kevin Grumbach, MD,JAMA. 2008;299(3):335-337. 12. Benchmarking the US Physician Workforce An Alternative to Needs-Based or Demand-Based Planning, David C. Goodman, MD, MS; Elliott S. Fisher, MD, MPH; Thomas A. Bubolz, PhD; Jack E. Mohr; James F. Poage, PhD; John E. Wennberg, MD, MPH, JAMA. 1996;276(22):1811-1817. 13. Denton F, Gafni A, Spencer B. (1994) System for Health Area Resource Planning (SHARP): an application to Ontario medical school enrolment. Canadian Medical Association Journal, 1151: 39-45. 14. Birch S, Eyles J, Newbold B. (1996) Proxies for healthcare need among populations: Validation of alternatives - a study in Quebec. Journal of Epidemiology and Community Health, 50: 564-569. 15. Birch S, O’Brien-Pallas L, Alksnis C, Tomblin-Murphy G, Thomson D. (2003) Beyond demographic change in human resources planning: an extended framework and application to nursing. Journal of Health Services Research and Policy, 8: 225-229. 16. Kazanjian A. (2000) Nursing Workforce study: Volume 5. Changes in the nursing workforce and policy implications. Vancouver: University of British Columbia. 17. Lavis J, Birch S. (1997) The answer is . . .now what was the question? Applying alternative approaches to estimating nurse requirements. Canadian Journal of Nursing Administration, 10: 24-44. 18. Newton S, Buske L. (1998) Physician resource evaluation template: A model for estimating future supply in Canada. Annals of the Royal College of Physicians and Surgeons of Canada, 31: 145-150. 19. Shipman S, Lurie J, Goodman D. (2004) The general pediatrician: Projecting future workforce supply and requirements. Pediatrics, 113: 435-442. 20. Turkish Ministry of Health, The Regulations on Required number of staff based on Type of Hospitals and Number of Beds, Number 24472, 2001, official gazette.