Development of the Public Health Workforce of the Office of the Permanent Secretary, Ministry of Public Health to Support Health Region

Abstract

This mixed method research aimed to study the public health workforce development guidelines, and key success factors in driving the development of the public health workforce of the Office of the Permanent Secretary, Ministry of Public Health (MoPH) to support health regions. The study used both quantitative and qualitative research and methods. The secondary data of the public health manpower were analyzed. Then a guideline for the development of public health workforce was drafted. The semi-structured interview questionnaires were created based on a literature review of related concepts and theories. Eleven key informants were purposively selected including central administrators, public health inspectors, public health supervisors, administrators and practitioners in the health region offices. Data were collected using face-to-face and over the phone in-depth interviews, and were analyzed using content analysis. The results of the research were as follows: public health workforce development guidelines of the Office of the Permanent Secretary, MoPH, to support health regions included review of service plans, the service blueprints, and human resource blueprints for conducting resource sharing, and managing existing resources efficiently. Law amendment regarding the decentralization of comprehensive management in health regions, and adjustment of the health region offices’ structure following the ministerial regulations should be performed. The Human Resource Management Division was responsible for setting policies and manpower directions, and strengthening at all levels. Moreover, creating motivation and retention of good people, improving a new human resource management system with flexibility like private sectors, and developing an update information system connecting the central region to other regions should be done. Key success factors in driving the development of the public health workforce were clear policies set by the chief executive officers, understanding and cooperation in the same direction of administrators at all health region offices, comprehensive decentralization, development of a workforce strategic plan in accordance with the health region strategic plan, designing a new support system that facilitates the development of the area health’s workforce, as well as doing rigorous control, monitoring, and evaluation.