Mercado de formación y disponibilidad de profesionales de ciencias de la salud en el Perú

Jimenez, Michelle; Mantilla, Eduardo; Huayanay-Espinoza, Carlos A.; Gil, Karina; García, Hernán; Miranda, J. Jaime

doi:10.17843/rpmesp.2015.321.1573

Cited by 9 publications

(8 citation statements)

References 11 publications

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“…Results from this analysis of primary data show that at 2013 training rates, Peru has the number of physicians, nurses, and midwives it needs to meet the estimated HRH gap in the national MOH system during the next decade. This is explained by the number of HRH graduates, which has been increasing from 2007 to 2011 due to the additional offer of training provided by private universities [11]. Yet, our analyses show that not only is availability of new graduates important but that current entry rates of HRH into employment by the MOH system may hinder meeting such targets.…”

Section: Discussionmentioning

confidence: 88%

“…Using a labour market framework, the shortage of healthcare professionals in Peru may be explained by the low proportions of healthcare professionals entering the MOH system from SERUMS or from postgraduate clinical training shown in this study, high rates of out-migration [14], and low rates of retention rather than merely a limited supply in training of professionals [11]. …”

Section: Discussionmentioning

confidence: 99%

“…lack of MOH system positions, mismatch between skills [11]) or the demand side (e.g. salary, work hours, prestige, professional development opportunities).…”

Section: Discussionmentioning

confidence: 99%

“…Peru has been able to meet its demand for training in healthcare professions, with 70% of graduates attending private universities, yet a massive disconnect remains between the primary care-level competencies developed in universities and those desired by the MOH [11]. This mismatch continues for medical specialists in primary care with only one joining the MOH system in 2013 and low demand for postgraduate training positions within the MOH system (251 available in 2013 and only 143 taken up) [6].…”

Section: Discussionmentioning

confidence: 99%

“…This study used four databases: (a) graduate numbers from university training programmes for physicians, nurses, and midwives for 2007–2011 were obtained from the National Assembly of Deaneries (detailed analyses on these data have been published previously [11]); (b) applicants, entrants, and graduates of SERUMS for 2007–2013; (c) MOH’s National Observatory for HRH including data on individual employment status and titles for 2007, 2009, 2010, and 2012, both provided by the Ministry of Health’s HRH Management and Development Directorate; and (d) entrants into postgraduate clinical specialties deemed as priority by the MOH for 2009–2010 provided by the National Committee for Medical Residencies. This study excludes ESSALUD, Armed Forces and National Police, and the private sector due to lack of data on number and type of HRH working in these sectors.…”

Section: Methodsmentioning

confidence: 99%

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Human resources for health in Peru: recent trends (2007–2013) in the labour market for physicians, nurses and midwives

et al. 2017

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BackgroundMost analyses of gaps in human resources for health (HRH) do not consider training and the transition of graduates into the labour market. This study aims to explore the labour market for Peru’s recent medical, nursing, and midwifery graduates as well as their transition into employment in the Ministry of Health’s (MOH) system.MethodsData from four different datasets, covering 2007–2013, was used to characterize the patterns of recently trained physicians, nurses, midwives, and postgraduate-trained physicians that enter employment in the MOH system, and scenario analyses were used to describe how this rate of entry needs to adapt in order to fill current HRH shortages.ResultsHRH graduates have been increasing from 2007 to 2011, but the proportions that enter employment in the MOH system 2 years later range from 8 to 45% and less than 10% of newly trained medical specialists. Scenario analyses indicate that the gap for physicians and nurses will be met in 2027 and 2024, respectively, while midwives in 2017. However, if the number of HRH graduates entering the MOH system doubles, these gaps could be filled as early as 2020 for physicians and 2019 for nurses. In this latter scenario, the MOH system would still only utilize 56% of newly qualified physicians, 74% of nurses, and 66% of midwives available in the labour market.ConclusionAt 2013 training rates, Peru has the number of physicians, nurses, and midwives it needs to address HRH shortages and meet estimated HRH gaps in the national MOH system during the next decade. However, a significant number of newly qualified health professionals do not work for the MOH system within 2 years of graduation. These analyses highlight the importance of building adequate incentive structures to improve the entry and retention of HRH into the public sector.

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Section: Discussionmentioning

confidence: 88%

Section: Discussionmentioning

confidence: 99%

“…lack of MOH system positions, mismatch between skills [11]) or the demand side (e.g. salary, work hours, prestige, professional development opportunities).…”

Section: Discussionmentioning

confidence: 99%

Section: Discussionmentioning

confidence: 99%

Section: Methodsmentioning

confidence: 99%

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