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Community Health > Human Materials Resources Management - HMPD > Flashcards

Human Materials Resources Management - HMPD Flashcards

1
Q

What are the categories of human resources for health?

A

Trained health personnel, untrained informal workers, support service providers (e.g., accountants, cleaners), domestic carers (e.g., mothers, relatives), and others in sectors impacting health.

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2
Q

Why is HRH important in health systems?

A

HRH improves health system performance by providing the right number, mix, and distribution of skilled personnel to meet service needs.

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3
Q

What are the driving forces of the health workforce?

A

Population health needs (demographics, disease burden, epidemics), health systems (financing, technology, consumer preferences), and context (labour, education, public sector reforms, globalisation).

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4
Q

What are the dimensions of HRH performance?

A

Coverage, productivity, technical quality, sociocultural quality, and organisational stability.

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5
Q

What is the significance of coverage in HRH?

A

Ensuring the availability and geographic distribution of needed services.

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6
Q

What does HRH productivity measure?

A

Outputs in relation to inputs, assessing efficiency in service delivery.

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7
Q

What are challenges in the technical quality of HRH?

A

Ensuring services have a positive impact on health status and outcomes.

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8
Q

What is sociocultural quality in HRH?

A

The acceptability of services and satisfaction of users based on cultural and social factors.

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9
Q

What does organisational stability in HRH entail?

A

Sustainability and adaptability of the service delivery model to changing conditions.

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10
Q

What are the common challenges with HRH in Nigeria?

A

Inadequate planning, skill shortages, poor distribution, low motivation, poor working conditions, and lack of supervision.

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11
Q

What are the global HRH challenges?

A

Brain drain, maldistribution, dichotomy between public-private services, and unclear career pathways.

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12
Q

What is human resource management?

A

Managing employment, deployment, and monitoring of workers, focusing on productivity, coverage, and retention.

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13
Q

What are the key functions of HR managers?

A

Staff selection, appraisal, rewards, development, and grievance redress systems.

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14
Q

What policies and practices are covered in HR management?

A

Job analysis, recruitment, induction, staff records, retention, career structure, promotion, dismissal, and work conditions.

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15
Q

What are the steps in job analysis?

A

Systematically collecting data about a job’s responsibilities, requirements, and conditions of service.

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16
Q

What are the elements of a job description?

A

Responsibilities, decision-making levels, expected standards of achievement, chain of command, and lines of authority.

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17
Q

What is person specification?

A

Matching job requirements to a prospective job holder’s intellectual capacity, physical traits, personality, and emotional maturity.

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18
Q

What is the role of supervision in HR management?

A

Improving employee knowledge and skills through performance evaluation, feedback, and support.

19
Q

What are the responsibilities of a supervisor?

A

Setting performance objectives, designing schedules, conducting meetings, and using checklists for evaluation.

20
Q

What is materials management?

A

Managing consumables (e.g., syringes) and capital equipment (e.g., machines) for service delivery.

21
Q

What are the types of materials in materials management?

A

Expendable materials (used up quickly) and non-expendable materials (long-lasting equipment).

22
Q

What are the procedures in materials management?

A

Allocation, ordering, storing, issuing, controlling, and periodic stock-taking.

23
Q

What is the purpose of stock records in materials management?

A

To track inventory, identify losses, detect discrepancies, and prevent wastage or theft.

24
Q

What is the objective of drugs management?

A

Ensuring drugs are available, used safely, and not wasted.

25
Q

What is space management?

A

Arranging working spaces to ensure smooth workflow, patient flow, and efficient service delivery.

26
Q

What are the key considerations in workspace management?

A

Proper labelling, lighting, ventilation, and space organisation for smooth operations.

27
Q

What is workflow (patient flow)?

A

Coordinating work functions in time and space to minimise delays and enhance service quality.

28
Q

What is patient flow analysis?

A

A tool to identify inefficiencies in patient flow using flow mapping and cycle-time measurement.

29
Q

What are the tools for effective time management?

A

Timetables, schedules, duty rosters, and programmes.

30
Q

What are the criteria for prioritising tasks?

A

Urgent/important, urgent/not important, not urgent/important, and not urgent/not important.

31
Q

What is a daily diary in time management?

A

A log to record time spent on various activities to improve efficiency.

32
Q

What is the purpose of a duty roster?

A

Distributing work among staff for additional or rotational duties.

33
Q

What are the features of a programme in time management?

A

Activities, who will do them, where they will occur, and when they will happen.

34
Q

What are the benefits of HRH planning?

A

Ensuring adequate workforce distribution, skills mix, and alignment with health system needs.

35
Q

What is the significance of organisational stability in HRH?

A

Maintaining sustainability and adaptability in service delivery amidst changes.

36
Q

Why is supervision critical in HR management?

A

It supports professional growth, ensures accountability, and improves performance.

37
Q

What are the main uses of material records?

A

Tracking inventory, preventing loss, and improving accountability for issued materials.

38
Q

What are the goals of space management?

A

Ensuring smooth patient flow and efficient use of physical space in health facilities.

39
Q

What is the importance of sociocultural quality in HRH?

A

It ensures health services are culturally acceptable and meet patient satisfaction.

40
Q

What is the main purpose of job analysis?

A

To determine the relevance and appropriateness of a job’s responsibilities and requirements.

41
Q

What are non-financial incentives in HRH?

A

Workplace safety, positive working conditions, and recognition for achievements.

42
Q

What is the role of a health facility’s year calendar?

A

Providing an overview of all events, schedules, and incidental activities for efficient planning.

43
Q

What is the importance of cycle-time measurement in patient flow?

A

It provides quantitative data on the time spent during a patient’s care process, identifying bottlenecks.

44
Q

What is the role of training in HR management?

A

Enhancing employee skills, knowledge, and capacity to meet job requirements.

Community Health (22 decks)

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