Human Resource
within
The Health System
HR Grouping
GP, Nurse, Pharmacist,
Nutritionist. Midwife, etc
1
IT specialist, Med Rec
3
Director, Inspector,
Supervisor, etc
-
2
Finance, Law, IT, etc
4
HR Medic
HR non-Medic
Technical
Beban Penyakit di
Indonesia
Non-communicable Communicable Injuries 37% 56% 7% 1990 Non-communicable Communicable Injuries 49% 43% 9% 2000 Non-communicable Communicable Injuries 58% 33% 9% 2010 Source: IHMEKarakteristik Daerah Tertinggal
Pemina
tan
Masa-
lah Kes
Terpencil Perbatasan
DTPK
Kepulauan
Mixed
Biasa
Diminati DBK
Non DBK
Tidak
Diminati
DBK
Conceptualizing UHC
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.
Rumus Road Map & Skenario
Isu Equity
Action framework
http://www.capacityproject.org/framework/
Conceptual frameworkof HRH
& UHC
Gaps
Gaps
Gaps
Gaps
SDMK dan JKN (GHWA 2012)
Kinerja
SDMK
Kompetensi SDMK
Distribusi SDMK
Ketersediaan SDMK
U
niv
ers
al A
cc
es
s t
o Q
ua
lity
H
RH
Akses Masyarakat
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
Rumus Road Map & Skenario
Isu Equity
Area kebijakan
HRH Management
Recruitmen
t
Training
Performance
Mng
Compensatio
n
Incentive
Involvemen
t
Job design
Selection
R. Policy
T. Policy
PM. Policy
C. Policy
I. Policy
Inv.Policy
JD Policy
S. Policy
KSA domain
Motivation &
Effort domain
Opportunity to
contribute
domain
Pe
rfo
rm
an
c
e
HR Practices
HR Policy
HR
Utilization
Pembiayaan kinerja SDMK
Extra Cost
Extra Cost
Extra Cost
Extra Cost
Kinerja
SDMK
Kompetensi SDMK
Distribusi SDMK
DinKes
Pemanfaata
n
Tenaga
Kesehatan
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