Contextual Influences on Personnel Policies and Programs: An Explanatory Model

Murray, Víctor; Dimick, David E.

doi:10.2307/257930

Cited by 10 publications

(3 citation statements)

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“…The growth and development of any organization depend on the availability of an appropriate workforce, on its competences and level of effort in trying to perform the tasks assigned to it [26,27]. HR are a strategic capital in any organization (see Table 2), especially in service and health organizations, where the various clinical, managerial, technical and other personnel are the principal input making it possible for most health interventions to be performed.…”

Section: Discussionmentioning

confidence: 99%

“…The alternative approach to technical rationality, from which only a very partial explanation of policy can be derived [27], puts the emphasis on the interpersonal and contextual relations of the policy process. Policy is conceived not as a sequential process but as an integrated process in which values and differences are made explicit, consensus agreements sought, compromises made, alliances formed and action justified [69-72].…”

Section: Discussionmentioning

confidence: 99%

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Human resources for health policies: a critical component in health policies

2003

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In the last few years, increasing attention has been paid to the development of health policies. But side by side with the presumed benefits of policy, many analysts share the opinion that a major drawback of health policies is their failure to make room for issues of human resources. Current approaches in human resources suggest a number of weaknesses: a reactive, ad hoc attitude towards problems of human resources; dispersal of accountability within human resources management (HRM); a limited notion of personnel administration that fails to encompass all aspects of HRM; and finally the short-term perspective of HRM.There are three broad arguments for modernizing the ways in which human resources for health are managed:• the central role of the workforce in the health sector;• the various challenges thrown up by health system reforms;• the need to anticipate the effect on the health workforce (and consequently on service provision) arising from various macroscopic social trends impinging on health systems.The absence of appropriate human resources policies is responsible, in many countries, for a chronic imbalance with multifaceted effects on the health workforce: quantitative mismatch, qualitative disparity, unequal distribution and a lack of coordination between HRM actions and health policy needs.Four proposals have been put forward to modernize how the policy process is conducted in the development of human resources for health (HRH):• to move beyond the traditional approach of personnel administration to a more global concept of HRM;• to give more weight to the integrated, interdependent and systemic nature of the different components of HRM when preparing and implementing policy;• to foster a more proactive attitude among human resources (HR) policy-makers and managers;• to promote the full commitment of all professionals and sectors in all phases of the process.

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Section: Discussionmentioning

confidence: 99%

Section: Discussionmentioning

confidence: 99%

Human resources for health policies: a critical component in health policies

2003

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“…Commentators have suggested that the acontextua1 nature of the scien tific evidence is part of the problem (e.g. Johns 1993, Murray & Dimick 1978; consequently, calls for new human resource management (HRM) research that takes context more seriously have become more frequent (e.g. Begin 1991, Dobbins et al 1991, James et al 1992, Latham 1988.…”

Section: Introductionmentioning

confidence: 99%