Sistem Pengembangan SDM

Keperawatan Sesuai Perkembangan

Region Asia Tenggara *)

PENDIDIKAN DALAM KEPERAWATAN

STIKes-YPT BP

Jump to first page

Indonesians
Health Problems

Global Health Problems

Millennium Development Goals (MDGs) 2015

National
Health System
(SKN)

WHA Resolution (2001):

Strengthening Nursing & Midwifery Services

National Strategic
Direction for Ng Devt

Evidence

Strategic Directions for Ng &

Mw Services 2002-2008:

Framework, in-depth country assessment, guidelines

For Ng & Mw Workforce Management
WHO SEARO
Jump to first page

The main challenges for achieving healthrelated goals of all countries in SEAR:
Challenges faced by governments include:
Inability to assure quality of providers
and service delivery
Imbalance in human resources
Fragmented services and poor coverage
Poor resource allocation and
management

Jump to first page

Nursing on the WHO Agenda for > 40 Years

WHA Resolution (2001)
Strengthening Nursing Services

To involve nurses and midwives in health policy

development, planning and implementation at all
levels;
To establish comprehensive human resource
development programmes that support the
recruitment and retention of a skilled and motivated
nursing and midwifery workforce
To develop and implement policies and programmes
that ensure healthy workplaces and quality work
environments for nurses and midwives, and
To develop and enhance the evidence base for nursing
and midwifery.
Jump to first page

A well-managed nursing workforce

require:

Effective and efficient nursing workforce

policy and planning
Effective and efficient education, training
and development of nursing personnel
Effective and efficient deployment and
utilization of nursing personnel

The right numbers of nursing personnel

with the right knowledge, skils and attitudes
at the right location on the right time
Jump to first page

Process

Framework (2001)
In-depth country
assessments (SEAR
Countries, 2001-2002)
Analysis (2002)
Guidelines (2003)
Jump to first page

Conceptual Framework for Nursing

Workforce Management (WHO, 2001)
QUALITY, EQUI TABLE &
ACCESSI BLE HEALTH SERVI CES

QUALITY NURS ING AND MIDWIFER Y CARE

COMPETENT AN D MOTIVATED NURSING AND MIDWIFERY PERSONNEL

2. EDUC ATI ON ,
TRAI NI NG & DEV EL OPM ENT

1. POLIC Y A ND
PLA NNI NG
1.1 In volvem e nt of nurse
and m idw ife in he alth
policy form ulation &
programme planning

2.1 Co ordination betw een

education & se rvice

1.2 Strate gic plann ing for

nursing & m idw ifery
w orkforce m anagement
as an integral part of
HRH pl anning and
health syste m
developme nt
1.3 Fi nancing

3. DEPL OYM ENT A ND

UT ILIZAT ION
3.1 Ap propriate skill m ix
and com pe tencies

2.2 Student recruitm ent

3.2 Relevant nursing &

m idw ifery infras tructure

2.3 Com petency-based

education

3.3 Effective leadership and

m anageme nt

2.4 Multi d isciplin ary

learning

3.4 Good w orking conditions

and e fficiently organized
w ork

2.5 Life long learning

culture
2.6 Co ntinuing education
system

3.5 Technical supervision

system s
3.6 C are er advancem e nt
opportunities
3.7 In ce ntive s ystems
3.8 Job satisfaction

4. REGULATION
5. EVIDENCE-B AS ED DECIS ION MAKING

Jump to first page

In-depth country assessments

Formulation of Multidisciplinary Advisory

Team of WHO-SEARO (2001)
Conducted in 2001-2002 in 10 SEAR countries
Using protocols for in-depth country
assessment based on framework
Analysis of country assessments

GUIDELINES
Jump to first page

Methods of Data Collection:

Interviews
Document search and review
Focus group discussions
Multidisciplinary discussions
Nurse-specific focus group
discussions
Surveys
Observation
Jump to first page

SEAR Countries:

Bangladesh
Bhutan
DPR Korea
India
Indonesia
Maldives
Myanmar
Nepal
Sri Lanka
Thailand
Jump to first page

Analysis of Country Assessments:

Brief Summary of Findings
Policy and Planning:

Inadequate involvement of nurses in

policy and planning
Inadequate capacity and capability of
nurses to effectively contribute
Limited strategies and opportunities to
develop capacity and capability

Jump to first page

Analysis of Country Assessments:

Brief Summary of Findings.
Education, Training and Development:

Absent or weak linkages and interdependency between

the education and service sectors

Few current problems with the number of students being

recruited but there are issues with the quality and
professional potential of those recruited.

Achieving competency-based education and modern

teaching methodology and skills requires considerable
effort.

There are few multidisciplinary learning opportunities for

nurses

Difficulty in encouraging, promoting and achieving a

culture of lifelong learning

Continuing education other than Thailand, is ad hoc and

inadequate.
Jump to first page

Analysis of Country Assessments:

Brief Summary of Findings.
Deployment and Utilization:
Shortage and maldistribution of nursing personnel
along with an inappropriate professional skill mix
Few initiatives to strengthen the flexibility of nursing
workforce
Rosters are not evidence based and are in need of
revision
Basic equipment is lacking
Sustainable funding is problematic and inequitably
distributed, particularly between urban, rural and
remote areas
Nursing professional associations are essential but
need to be strengthened as do leadership and
management
Jump to first page

Analysis of Country Assessments:

Brief Summary of Findings.
Deployment and Utilization..:
Working conditions need improving: salaries
are low, health facilities are poor and unsafe
for staff, inappropriate nurse:patient ratios,
nurses are subject to physical and verbal
abuse, housing and transport are often
unsatisfactory, incentives are poor, mutual
respect between nurses and with other
members of the health team need
strengthening.
Jump to first page

Analysis of Country Assessments:

Brief Summary of Findings.

Technical supervision is poor overall and the

approach to continuous quality improvement and
encouraging motivation is weak
There are few developmental opportunities for
nurses to improve technical supervision skills
Career advancement opportunities are few and
higher-level nurse clinical practitioner training is
largely absent
Evidence base is inadequate to accurately assess
job satisfaction
In Bangladesh, DFID survey showed that 90% of
nurses were dissatisfied
Jump to first page

Analysis of Country Assessments:

Brief Summary of Findings.
Regulation:

Most countries have nursing or health

council or other regulatory mechanisms in
place.
Robustness of regulation for nurses is
uneven across SEAR, despite the extensive
evidence base now available on the impact of
strengthened regulation, and best-practice
approaches to regulation.
Jump to first page

Analysis of Country Assessments:

Brief Summary of Findings.
Evidence Base for Decisions:
Limited information systems available
Limited local research
Limited access to evidence bases being
developed in other countries, with financial
constraints cited as the most common reason
for the weaknesses
A center for evidence-based best practice in
nursing has been established in Thailand
Jump to first page

GUIDELINES
for Member Countries
Purposes:
To strengthen the management of
nursing workforce
To minimize or avoid the impact of the
global crisis in nursing (shortage of
nurses, maldistribution of nurses along
with an inappropriate skill mix)
Jump to first page

Using Guidelines

A selection of priority actions to effectively develop

and manage the nursing workforce
To be used by government policy developers & policy
managers, clinical multidisciplinary and nurse
leaders; to debate, adapt, select, develop new priority
actions, and then implement, monitor and evaluate
Each country could select priority actions most
relevant
Each country develop and effectively implement a
National Strategic Plan for Nursing Development

Jump to first page

Managing Change

Operational level (easiest and quickest level to

achieve change and focuses on practices and
procedures)
Strategic level (focuses on mid-to longer-term
strategies targeting sustainable system change;
e.g. National Strategic Plan
Attitudes and behaviors level (targeting
individual, group, and organizational attitudes
and behaviors-the most complex change to
achieve and takes the longest time:3-10 years)

Jump to first page

In-depth Country
Analysis

WHO-SEARO
Guidelines

Country Strategic Plan of Action

In Nursing Workforce Management

Jump to first page

Reminder:

Everyone has the right to work, to

free choice of employment, to just
and favorable conditions of work and
to protection against unemployment.:
The thought of all human beings are
interconnected, affecting each other
and in turn affecting the entire
universe (Itzhak Bentov)
Jump to first page

Jump to first page