Health Systems and Policy Research

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Mini Review - (2022) Volume 9, Issue 7

Human Resources Management System by the Help of Health Care System

Kanellopoulos Dimitrios*
Department of a Global Health and Social Care Unit, University of Portsmouth, United Kingdom
*Correspondence: Kanellopoulos Dimitrios, Department of a Global Health and Social Care Unit, University of Portsmouth, United Kingdom, Email:

Received: 01-Jul-2022, Manuscript No. Iphspr-22-13002; Editor assigned: 04-Jul-2022, Pre QC No. Iphspr-22- 13002; Reviewed: 18-Jul-2022, QC No. Iphspr-22-13002; Revised: 21-Jul-2022, Manuscript No. Iphspr-22-13002 (R); Published: 28-Jul-2022, DOI: 10.36648/2254-9137.22.9.131


This study investigates the degree of disparities in the distribution of human resources at India's Health Sub-Centres, the primary level of service delivery in the public health system. The 'within state' disparity was discussed, and the 'between state' inequality was used to discuss the remaining inter-HSC inequality. In comparison to the size of their HSC provision, the Northern states had a lower share of health workers. The percentages of villages connected by all-weather roads and possessing elementary schools were contextual factors that contributed to "between" and "within" district discrepancies. Analysis shows that addressing "within States" inequality as a priority in policy and programming is necessary. Government-run health services are a significant source of healthcare in developing nations. While the private sector, which includes the for-profit and non-profit sectors, is also significant and could huge portions of the population are cut off from essential health care services.


Human health rights; Health policy; Health care reform


Human resources are a crucial component of the public health system's ability to provide services, and a lack of health professionals may be a significant obstacle to reaching the Millennium Development Goals [1]. In accordance with the federal government system of the nation, States in India are responsible for implementing the national Ministry of Healthmandated structure for public health services. A network of Community Health Centers offers primary healthcare services. According to a survey of healthcare facilities, the average sampled rural population served at the three different levels of the facility was, on average, under-served compared to policy guidelines. The National Rural Health Mission, a programme intended to improve healthcare for rural residents, predicts that India will need and this demonstrates the need for expanded healthcare facilities in India, and various research support this conclusion [2].


The public health care system in India is initially encountered at health sub-centres. This public health institution serves the majority of the rural population and is the closest and easiest to reach. The local population must get a variety of preventive, therapeutic, and referral services from health sub-centres. Although the Indian Public Health Standards require two ANMs and one male health worker, the HSC practise is for there to be one female health worker/auxiliary nurse midwife and one male health worker. To support the ANM the Indian public health system, like those in many developing nations, faces a number of difficulties, chief among them being the ability to deploy and maintain the necessary number and skill mix of professionals across the entire system [3]. There is a major human resource crisis for health in India, and this crisis may be to blame for much of the health sector's underwhelming performance, according to a policy brief created for the National Rural Health Mission [4]. The NRHM, which was founded in, has a goal of enhancing the workforce of the rural health care system. The availability of human resources in public health institutions is influenced by a number of factors. The "pull" elements that draw and keep medical practitioners in a given field. And spouse employment opportunities therefore, compared to their share of public health facilities, poorer and less developed areas will have a lower share of health professionals. In India, there is a substantial socioeconomic and demographic split between the north and the south. For instance, the north has higher fertility and poorer contraceptive use than the south, which results in a higher proportion of women and children needing health care than the south [5]. Education and other social variables are more favourable in the south than in the north. In addition, women in the south are more educated and have a greater social standing than women in the north. Additionally, compared to the north, social sector services are implemented more effectively in the south. All of the aforementioned factors are probably going to have a big influence on the health sector's ability to recruit and keep talent, which will have a big impact on health services and outcomes. A lower percentage of health professionals in some health facilities leads to inequities in the distribution of human resources and the quality of services because the number of health professionals is set at the same level for all types of health facilities without taking morbidity or epidemiological considerations into account [6]. Due to the inadequate health facilities. Given that they tend to use government health services more frequently than the wealthy, the poor will suffer the most from this, particularly women and children [7].

The lack of access to healthcare specialists at government facilities may compel the underprivileged to seek treatment from the private sector. This will directly affect household income and health spending, and those who cannot afford private health care may forgo treatment, increasing their risk of illness and deteriorating their health [8]. An s a result, disparities in the availability of health care and other services can have a devastating effect on the population's health and wellbeing, especially for the lowest members of society [9]. We looked at the magnitude of inequality in this level of human resource provision using quantitative methodologies [10]. Additionally, the causes of unequal access to human resources at HSCs were investigated using regression analysis. In the third wave of the District Level Household Level Survey, which included HSCs, data were gathered from the health facility survey of HSCs conducted in India [11]. The district health care system's ability to provide MCH services was the major goal of the facility survey. The following technique y was used to choose the HSCs for the survey. In certain cases, a single HSC spanned two or more settlements. A trained interviewer gave a member of the HSC staff the facility survey surveys. The interviews took place on-site, face-to-face. The survey of the facility gathered data. All HSC employees were grouped together and given the title "health worker" in this research because they all provide preventive and some curative treatment [12]. There are various potential health professionals in an HSC. Additional information, including a detailed description of the questionnaire, is available elsewhere. The survey's methodology allowed for generalizability of the results at the district and state levels [13]. The DLHS data is of the highest quality, and investigations in the past have revealed that it is similar to data from other sizable surveys carried out in India. Additionally, the Ministry of Health & Family Welfare, Government of India, makes extensive use of this dataset to evaluate the success of its policies and programmes. Gina and Their T are the metrics of inequality employed in this investigation. HSC is the unit used to calculate the overall Their T and Gina.

Gina calculates values between and quantifies inequality at the aggregate level, with higher values indicating greater levels of inequality. Although Gina is a commonly used indicator of inequality, it cannot be broken down. To offer decomposition of overall inequality measurements, Their T was added. Their T has an unbounded upper limit, but zero is the lowest value, signifying full equality. It is possible to separate Their T into "between" and "within" inequalities. Between inequalities is represented by the first part of the following equation, and within inequality is represented by the second. Depending on the health workers' interpretation, the inequality values "between" could be either negative or positive [14].


The DLHS-3 village questionnaire, which gathered data on the availability and accessibility of various services in the village, served as the source of the contextual variables used in the regression analysis [15].Several district-level variables were computed using the village-level data. District is the unit of analysis as a result. We calculated five district-level variables using village-level data, including the proportion of villages within districts that were connected by an all-weather road, the proportion of villages within districts that were electrified, and the proportion of villages within districts that had primary schools. The proportion of villages with primary schools in the districts the number of villages in the district, as well as the proportion of those that are close to the district office. We chose these variables based on the push and pull factors connected to the allocation of human resources in health that are discussed in the literature. Only districts are used in this research. We fitted linear regression models to better understand the contextual variables that could affect the disparity in the provision of health workers "between" and "within" Districts. The analysis covered all 611 of the districts. Within and between inequality values were used as dependent variables in the model. We altered their values to have only positive values because "between districts" disparities might take on both negative and positive values. Outlines Their T for Health Sub-Centres and how these inequities are broken down into "within" and "between" Districts. The between' and 'within' District Their T values were and, respectively, showing that within- and between-district disparities both made a contribution to the overall inequality. It is not possible to provide District level inequities for all Districts in a single figure because there are more than districts in India. Comparative findings are shown for district level inequality values from Maharashtra, which has the largest share of health workers relative to its HSC share, and Uttar Pradesh, which has the lowest share of health workers. It should be emphasised that all of the districts' analyses were used to determine the "within" and "between" their T values.



Conflict of Interest



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Citation: Kanellopoulos Dimitrios (2022) Human Resources Management System by the Help of Health Care System Health Sys Policy Res Vol. 09 No. Issue 07:131