2016 KMPK Sesi 8 AM Human Resource within Health System
Human Resource
within
The Health System
ANDREASTA MELIALA
andremeliala@ugm.ac.id
HRM & SERvice delivery within the health
system
National Health System
HR Grouping
HR Medic
Technical
Administration
HR non-Medic
GP, Nurse, Pharmacist,
Nutritionist. Midwife, etc
IT specialist, Med Rec
1
3
Director, Inspector,
Supervisor, etc
-
Finance, Law, IT, etc
4
2
The Context
Beban Penyakit di
Indonesia
Burden of disease by cause in Indonesia, 1990-2010
1990
2000
Non-communicable
Injuries
2010
Non-communicable
Non-communicable
Injuries
7%
Injuries
9%
9%
37%
56%
Communicable
43%
49%
33%
58%
Communicable
Communicable
Source: IHME
Karakteristik Daerah Tertinggal
Pemina Masatan
lah Kes
Diminati DBK
Non DBK
Tidak
DBK
Diminati
Non DBK
DTPK
Terpencil
Perbatasan
Kepulauan
Biasa
Mixed
Case example: involvement of HRM
Conceptualizing UHC
Total health expenditure
1.Population coverage
(“breadth”).
2.Financial coverage
(“height”).
3.Service coverage
(“depth”).
10
Assessing supply-side readiness for UHC
Assessing “depth” of UHC also implies examining
supply-side readiness in terms of the ability of health
facilities (both at the primary care and higher levels)
to deliver key tracer components of the benefits
package.
WHO’s Service Availability and Readiness
Assessment (SARA) toolkit is a very useful instrument
that – when combined with national guidelines – can
be used for assessing supply-side readiness for UHC.
11
Rumus Road Map & Skenario
Qualit
y
issues
Isu Equity
The Concept
Action framework
http://www.capacityproject.org/framework/
(collaborative effort between the US Agency for
Conceptual frameworkof HRH
& UHC
HRH
variables
SDMK dan JKN (GHWA 2012)
Masyarakat yang belum memperoleh akses
Gaps
Kompetensi SDMK
Gaps
Distribusi SDMK
Ketersediaan SDMK
Akses Masyarakat
Gaps
Gaps
Universal Access to Quality HRH
Kinerja
SDMK
Going forward, the need for beds and skilled manpower
will increase significantly
Forces at work
• Increase in demand for
treatments, especially for
hospitalisation
• Shift in demand to expensive
diseases, e.g., cancer, heart
diseases
• Increased demand for high
quality inpatient and outpatient
care
Requirements in tangible
assets: beds
1.A. Increase of at least 100% in
overall number of bed days
required
1.B. High likelihood of even
greater increase in number of
tertiary beds required
Requirements in tangible
assets: manpower
2.A. Increase in number of
physicians per population
from current low rate
2.A. Corresponding increase in
number of nurses and other
healthcare personnel
Rumus Road Map & Skenario
Qualit
y
issues
Isu Equity
Area kebijakan
Context
Challenge
HRH Management
(Jiang et al. 2012)
HR Practices
HR Policy
R. Policy
Selection
S. Policy
Training
T. Policy
Performance
Mng
PM. Policy
Compensatio
n
C. Policy
Incentive
I. Policy
Involvemen
t
Inv.Policy
Job design
JD Policy
KSA domain
Motivation &
Effort domain
Opportunity to
contribute
domain
Performanc
e
Recruitmen
t
HR
Utilization
Pembiayaan kinerja SDMK
JENIS TENAGA
Perawat
Bidan
/
Sanitarian/Pro
mkes/dll
Farmasis/Nutri
sionis
PEMBIAYAAN
Kinerja
SDMK
Extra Cost
Kompetensi SDMK
Extra Cost
Distribusi SDMK
Extra Cost
Dokter
Dr. Spesialis
Ketersediaan SDMK
Extra Cost
Aktor Pengelolaan Tenaga Kesehatan
KPDT
Kemenkeu
Pemanfaata
n
Tenaga
Kesehatan
Kemen
PAN&RB
Kemendagri
BKD
Kemendikbud
Asosiasi
Profesi
Produksi
DinKes
within
The Health System
ANDREASTA MELIALA
andremeliala@ugm.ac.id
HRM & SERvice delivery within the health
system
National Health System
HR Grouping
HR Medic
Technical
Administration
HR non-Medic
GP, Nurse, Pharmacist,
Nutritionist. Midwife, etc
IT specialist, Med Rec
1
3
Director, Inspector,
Supervisor, etc
-
Finance, Law, IT, etc
4
2
The Context
Beban Penyakit di
Indonesia
Burden of disease by cause in Indonesia, 1990-2010
1990
2000
Non-communicable
Injuries
2010
Non-communicable
Non-communicable
Injuries
7%
Injuries
9%
9%
37%
56%
Communicable
43%
49%
33%
58%
Communicable
Communicable
Source: IHME
Karakteristik Daerah Tertinggal
Pemina Masatan
lah Kes
Diminati DBK
Non DBK
Tidak
DBK
Diminati
Non DBK
DTPK
Terpencil
Perbatasan
Kepulauan
Biasa
Mixed
Case example: involvement of HRM
Conceptualizing UHC
Total health expenditure
1.Population coverage
(“breadth”).
2.Financial coverage
(“height”).
3.Service coverage
(“depth”).
10
Assessing supply-side readiness for UHC
Assessing “depth” of UHC also implies examining
supply-side readiness in terms of the ability of health
facilities (both at the primary care and higher levels)
to deliver key tracer components of the benefits
package.
WHO’s Service Availability and Readiness
Assessment (SARA) toolkit is a very useful instrument
that – when combined with national guidelines – can
be used for assessing supply-side readiness for UHC.
11
Rumus Road Map & Skenario
Qualit
y
issues
Isu Equity
The Concept
Action framework
http://www.capacityproject.org/framework/
(collaborative effort between the US Agency for
Conceptual frameworkof HRH
& UHC
HRH
variables
SDMK dan JKN (GHWA 2012)
Masyarakat yang belum memperoleh akses
Gaps
Kompetensi SDMK
Gaps
Distribusi SDMK
Ketersediaan SDMK
Akses Masyarakat
Gaps
Gaps
Universal Access to Quality HRH
Kinerja
SDMK
Going forward, the need for beds and skilled manpower
will increase significantly
Forces at work
• Increase in demand for
treatments, especially for
hospitalisation
• Shift in demand to expensive
diseases, e.g., cancer, heart
diseases
• Increased demand for high
quality inpatient and outpatient
care
Requirements in tangible
assets: beds
1.A. Increase of at least 100% in
overall number of bed days
required
1.B. High likelihood of even
greater increase in number of
tertiary beds required
Requirements in tangible
assets: manpower
2.A. Increase in number of
physicians per population
from current low rate
2.A. Corresponding increase in
number of nurses and other
healthcare personnel
Rumus Road Map & Skenario
Qualit
y
issues
Isu Equity
Area kebijakan
Context
Challenge
HRH Management
(Jiang et al. 2012)
HR Practices
HR Policy
R. Policy
Selection
S. Policy
Training
T. Policy
Performance
Mng
PM. Policy
Compensatio
n
C. Policy
Incentive
I. Policy
Involvemen
t
Inv.Policy
Job design
JD Policy
KSA domain
Motivation &
Effort domain
Opportunity to
contribute
domain
Performanc
e
Recruitmen
t
HR
Utilization
Pembiayaan kinerja SDMK
JENIS TENAGA
Perawat
Bidan
/
Sanitarian/Pro
mkes/dll
Farmasis/Nutri
sionis
PEMBIAYAAN
Kinerja
SDMK
Extra Cost
Kompetensi SDMK
Extra Cost
Distribusi SDMK
Extra Cost
Dokter
Dr. Spesialis
Ketersediaan SDMK
Extra Cost
Aktor Pengelolaan Tenaga Kesehatan
KPDT
Kemenkeu
Pemanfaata
n
Tenaga
Kesehatan
Kemen
PAN&RB
Kemendagri
BKD
Kemendikbud
Asosiasi
Profesi
Produksi
DinKes