A country-level national needs assessment of the Indonesian pharmacy workforce

Meilianti, Sherly; Smith, Felicity; Ernawati, Desak Ketut; Pratita, Rasta Naya; Bates, Ian

doi:10.1016/j.sapharm.2021.03.003

Cited by 8 publications

(8 citation statements)

References 35 publications

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“…The study involved four stages: translation, consensus panel validation, a national survey, and identification of FIP DGs priorities. Similar methodologies were employed in published literature from other countries including Croatia, Kuwait, Japan, Ireland and Indonesia ( Mucalo et al, 2016 , Al-Haqan et al, 2020 , Meilianti et al, 2021 , Al-Haqan et al, 2021 , Arakawa et al, 2020 , The Pharmaceutical Society of Ireland. CORE COMPETENCY FRAMEWORK for Pharmacists, 2013 ).…”

Section: Discussionmentioning

confidence: 99%

“…Countries around the globe have developed or adapted competency frameworks for their pharmaceutical workforce i.e. pharmacists and pharmacy technicians ( Udoh et al, 2018 , Mucalo et al, 2016 , Al-Haqan et al, 2020 , Suwannaprom and Kessomboon, 2020 , Koehler et al, 2018 , Andrew et al, 2012 , Meilianti et al, 2021 ).…”

Section: Introductionmentioning

confidence: 99%

“…1 ) were developed with the intention to provide systematic guidance for the progress and advancement of pharmacy practice and workforce globally, as well as at the country level. The FIP GbCF and DGs have been utilized in several countries to guide national practice and workforce advancement and transformation ( Udoh et al, 2018 , Meštrović et al, 2012 , Al-Haqan et al, 2020 , Meilianti et al, 2021 , Al-Haqan et al, 2021 , Almaghaslah and Alsayari, 2021 , Meilianti et al, 2021 , Udoh et al, 2021 ).

Fig.…”

Section: Introductionmentioning

confidence: 99%

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Adopting global tools for the advancement of pharmacy practice and workforce in Saudi Arabia

Almaghaslah

Al‐Haqan²,

Al‐Jedai³

et al. 2022

Saudi Pharmaceutical Journal

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Section: Discussionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Fig.…”

Section: Introductionmentioning

confidence: 99%

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Adopting global tools for the advancement of pharmacy practice and workforce in Saudi Arabia

Almaghaslah

Al‐Haqan²,

Al‐Jedai³

et al. 2022

Saudi Pharmaceutical Journal

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“…The identified workforce status, ie, projects and challenges, was then mapped to the FIP DGs Workforce element. Based on previous studies assessing workforce status in other countries 3 , 8 prioritisation of the needs or analysis of the gaps was conducted by categorising DGs into failed to meet, partially met, and met. The initial categorization was conducted by the study authors based on relevant workforce data.…”

Section: Methodsmentioning

confidence: 99%

Using a Global Systematic Framework Tool to Identify Pharmacy Workforce Development Needs: A National Case Study on Saudi Arabia

Almaghaslah

Alsayari

2021

RMHP

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Background Healthcare is one of the key focuses of the Saudi Vision 2030. Identifying and acknowledging the strengths and weakness of the healthcare manpower, including pharmacy, are crucial for workforce development and for achievement of the vision. Methods This paper used a global systematic framework tool, the International Pharmaceutical Federation the International 21 Development Goals (FIP DGs), as a roadmap to identify pharmacy workforce development needs. Results An increase in the number of qualified Saudi pharmacy employees was successfully achieved by increasing the number of pharmacy education institutions. Several postgraduate pharmacy programs (Master’s and Ph.D.) were also established. Some pharmacy colleges around the country obtained national and international accreditation/certification from reputable quality assurance organizations, such as the NAAA, ACPE and CCAPP. Clinical pharmacy residency programs were expanded to cover various specialties. No comprehensive competency framework exists for pharmacists in Saudi Arabia. A wide range of CDP programs, including electronic courses, have been offered for healthcare practitioners and accredited by SCFHS. While a certain number of CME hours are required for re-registration as a pharmacist, these CME hours are currently not linked to a needs-based health initiative. Several initiatives and strategies have been developed and implemented to address pharmaceutical workforce gender and diversity balances. The pharmacy profession is regulated by the MOH, the SCFHS, and the HRSD. Discussion and Conclusion Among the three clusters of the DGs – Academia, Professional Development, and Systems – Cluster 2, Professional Development, was identified as a priority area for improvement. Within this cluster, these particular DGs were selected as top priority: competency development (DG 5), leadership development (DG 6), and working with others (DG 8). Two DGs in Cluster 3, Systems, were also highlighted as priorities: continuing professional development strategies (DG 9) and impact and outcome (DG 11).

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“…In contrast, pharmacists want to work together as partners in patient care. [61] Physicians are concerned about the pharmacist's competence in clinical knowledge. Physicians might also perceive that pharmacists are not knowledgeable about medication if they do not spend time with patients to discuss their medication, including necessary medical information, to promote a rational prescription behavior of the physician.…”

Section: The Position Of Pharmacists In Indonesiamentioning

confidence: 99%

Pharmacist services and medication adherence in diabetes care in Indonesia

Presley

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A country-level national needs assessment of the Indonesian pharmacy workforce

Cited by 8 publications

References 35 publications

Adopting global tools for the advancement of pharmacy practice and workforce in Saudi Arabia

Adopting global tools for the advancement of pharmacy practice and workforce in Saudi Arabia

Using a Global Systematic Framework Tool to Identify Pharmacy Workforce Development Needs: A National Case Study on Saudi Arabia

Pharmacist services and medication adherence in diabetes care in Indonesia

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