دانلود ترجمه مقاله عوامل موثر بر سیاست استراتژیک منابع انسانی و برنامه ریزی و مدیریت – مجله الزویر

• فهرست مطالب:

 چکیده
۱ مقدمه
۱ ۱ مروری برسیستم اطلاعات نیروی کار بهداشت کنیا
۲ سیاست روش کار
۳ نتایج
۳ ۱ نتایج کمی
۳ ۲ یافته های کیفی
۱ ۲ ۳ تاثیر بر مقررات نیرو ی کار سلامت
۲ ۲ ۳ تأثیر بر سیاست نیروی کار سلامت
۳ ۲ ۳ تأثیر بر مدیریت کار نیرو ی سلامت
۳ ۳ بررسی سیاست گذاری
۴ شرح و بحث

• بخشی از ترجمه:

محاسبه شوندگان در MOH و نهادهاي نظارتي همگي اتفاق نظر دارند كه KHWIS يك سيستم اطلاعات مهم است كه توانايي توليد اطلاعات مفيد را دارد . با توجه به اجراي مرحله به مرحله ، استفاده از داده هاي KHWIS پيشرفته تر از NCK است كه در آن سيستم به مدت طولاني تري مستقر مي شود. در نتيجه تاتير داده بيشتر در مورد نيروي كار پرستاري مشهود است موفقيت KHWIS در پرستاري منجر به توسعه اين سيستم در ۲۰۰۵ بخش پزشكي و دندان پزشكي و آزمايشگاهي كنيا شده است نتايج مشابه  توانايي پيگيري مصاحبه نشان مي دهد كه توانايي پيگيري ثبت نام و جاي گزيني تقويت شده و ظرفيت آن براي تنظيم نيروي كار وجود دارد. توانايي MOH براساس اعتبار قبلي با ارائه انگيزه اشتغال براي متخصصان بهداشت را بررسي كرده و شرايط ثبت نام آنها را فراهم مي كند . در ثبت نام سال به سال اين مقدار افزايش مي يابد . همچنين KHWIS در COC و KMLTTB  در مراحل داده پردازي در طول مصاحبه دوره است . پس از تكميل آن ، اطلاعات جامع تري در مورد نيروي كار بهداشت كنيا در دسترس خواهد بود . KHWIS  الزامات صلاحيت نهاد هاي نظارتي كنيا را تصحيح مي بخشد كه مانند مشاركت نظارت CPD است در نتيجه حصول اطمينان در متخصصان بهداشت براي دريافت برنامه ها افزايش يافته و آموزش حرفه اي آنها بهبود مي يابد و در نهايت بهبود كيفيت مراقبت اتفاق مي افتد . قبل از KHWIS ، رديابي مشاركت COD و تمديد در سيستم هاي مبتني در كاغذ از بين مي رود . به عنوان يك نتيجه مي توان گفت اجراي حرفه اي ضعيف تر بوده بهورزان بايد از يك سري الزامات پيروي كنند .

• بخشی از مقاله انگلیسی:

Introduction Countries worldwide are challenged by health worker shortages, skill mix imbalances, and their geographic and sectoral maldistribution. Among the most economically afflicted countries,these shortages are worsened by inadequate investment, out-migration, and HIV/AIDS [1], which increases the demand for services and renders health workers themselves vulnerable to death and disease [2]. The World Health Organization (WHO) has identified 57 countries where the health workforce shortages are at crisis levels [3]. These crisis countries are characterized by insufficient human resources to achieve standard care benchmarks, such as 80% coverage for both measles immunizations and skilled attendants at birth. As adequate numbers of healthcare providers can impact the health outcomes targeted in the United Nations Millennium Development Goals (MDGs) [4,5], there is concern whether human resources crisis countries, such as Kenya, can meet the health-related MDGs by the specified timeframe of 2015 [3,6]. While the demand for human resources for health (HRH) data and performance monitoring is a priority for the United States President’s Emergency Plan for AIDS Relief (PEPFAR) and various global health initiatives [7–۱۰], universal understanding of the human resources information systems (HRIS) used in monitoring HRH is minimal and baseline information regarding their scope and capability is practically non-existent [11]. In a global review of HRIS literature, Riley and co-authors (2012) found HRIS among HRH crisis countries are nascent and frequently lack information critical for addressing workforce policy and planning. The authors called for more descriptive research of HRIS globally, including the documentation of impact so as to advance the science and evidenced-based practice in this area. Responding to this call, and adding to an emerging body of peer-reviewed literature emanating from the Kenya Health Workforce Information System (KHWIS) [12–۱۷], this paper provides a qualitative and quantitative review of KHWIS-generated information with regard to the Government of Kenya’s health workforce polices and governance. 1.1. Overview of the Kenya Health Workforce Information System The KHWIS was launched at the Nursing Council of Kenya (NCK) in 2002 with support from the U.S. Centers for Disease Control and Prevention (CDC), and has been the recipient of PEPFAR funding, through CDC, since 2005. With technical support provided by Emory University and CDC, KHWIS is owned and managed by the Government of Kenya (GOK) and its professional regulatory bodies of key health professions. The KHWIS comprises a series of databases, similar in design, developed and implemented by a local NGO, at the NCK, the Kenya Medical Practitioners and Dentists Board (KMPDB), Kenya’s Clinical Officers Council (COC), and the Kenya Medical Laboratory Technicians and Technologists Board (KMLTTB), and an additional database housed atthe Department of Nursing (DON) within the Ministry of Medical Services (MOMS) tracking nursing deployment. Equipment and connectivity are supplied and maintained by a local IT company. Deployment data from the provinces were initially interlinked with deployment data at the MOMS via satellite Internet connection, the system later moved to fiber-optic connection. The Windows based system was developed using VB.Net 2002–۲۰۱۰, running on MS SQL Server 2000 databases, hosted on servers operating Windows Server 2003, and accessed within a Local Area Network (LAN) for each board.1 Provincial coordinators have access to the system using a CITRIX connection. Key features of the KHWIS are components for capturing data on pre-service education, training, registration and relicensing, in-service specialties and upgrades, continuing professional development (CPD), human resources management, nursing deployment, and the ability to link nursing regulation data with nursing deployment data. The aim is to facilitate deployment of the right health workers (qualifications, skills mix) in the right place (deployment location) at the right time (availability) [18]. In 2011, KHWIS received an Award for Excellence from the WHO for its impact on human resources planning, health management, and the provision of workforce information resulting in positive policy changes [19].