Main Article Content

Abstract

RÉSUMÉ
Introduction. Notre étude visait à décrire la situation des ressources humaines pour la santé au Cameroun, et en particulier dans un district rural de la ville politique, afin de décliner les interventions visant à un meilleur accès aux soins pour la population en général. Méthodes. Les données de l'unité d'information sur la santé, ainsi que les rapports officiels disponibles auprès du ministère de la Santé publique, ont été examinés afin de mettre en évidence les caractéristiques des ressources humaines pour la santé dans le district sanitaire d'Okola. Résultats.  Okola District Health compte 103 agents de santé pour une population d'environ 56 691 habitants, avec une densité estimée à 18,2 agents de santé pour 10 000 personnes. Les agents de santé sont principalement des ambulanciers, suivis des infirmières. Les sages-femmes et les dentistes sont inexistants dans tout le district sanitaire. Le déploiement d’agents de santé, notamment de dentistes, de sages-femmes et d’infirmières, reste la principale intervention pour améliorer l’accès des personnes aux soins de santé. En outre, une bonification substantielle de 75% du salaire de base et l'amélioration des conditions de travail ont été révélées comme les interventions ayant le plus d'effet sur l'attraction et le maintien en poste des agents de santé en zone rurale. Conclusion.  les réformes des systèmes socio-économiques et de santé, y compris l'introduction d'un bonus de séparation (rural), l'amélioration de la plate-forme technique des établissements de santé, le suivi stratégique du personnel de santé et la décentralisation du recrutement d'agents de santé, semblent être des interventions cela peut avoir des effets positifs sur le recrutement et la rétention d'agents de santé dans les zones rurales et isolées, ce qui est fondamental pour améliorer l'accès aux soins de santé. Ces interventions doivent être prises en compte dans l'approche "la santé dans toutes les politiques".
ABSTRACT
Introduction. Our study aimed to describe the situation of human resources for health in Cameroon, and especially in a rural district of the political town in order to decline interventions for better access to care for the general population. Methods. The data of the health information unit, as well as the official reports available from the Ministry of Public Health, were examined in order to highlight the characteristics of human resources for health in Okola Health District. Results.  Okola District Health account 103 health workers for a population covered about 56 691 inhabitants, with an estimated density of 18.2 health workers for 10 000 people. Health workers are mainly paramedics, followed by nurses. Midwives and Dentists are nonexistent in the whole Health  District. Deployment of health workers including dentists, midwives and nurses, remains the primary intervention to improve people's access to healthcare. In addition, a substantial bonus of 75% of the base salary, and the improvement of working conditions had been revealed as the interventions having the most effect on the attraction and retention of health workers in rural area. Conclusion. Socio-economic and health system reforms, including the introduction of a separation (rural) bonus, the improvement of the technical platform of health facilities , the strategic monitoring of health workforce and the decentralization of recruitment of health workers, appear to be interventions that can have positive effects on attracting and retaining health workers in rural and remote areas, which is fundamental to improving access to healthcare. These interventions must be considered in the " health in all policies " approach.

Keywords

Human resources security threats areas of intervention Okola Cameroon.

Article Details

How to Cite
Mendo’o Medjo, R.-H., Ngou Temgoua, M., Mballa Fouda, M., & Essi, M. M.-J. (2020). Human Resources for Health and Access to Primary Health Care in Rural Areas of Cameroon : Case of Okola Health District. HEALTH SCIENCES AND DISEASE, 21(4). https://doi.org/10.5281/hsd.v21i4.1620

References

  1. Campbell J et al . A universal truth: no health without a workforce. Third Global Forum on Human Resources for Health, Recife, Brazil. Geneva: Global Alliance for Health Personnel and World Health Organization: 2013.
  2. WHO . Human Resources for Health : A Global Strategy for 2030. Geneva : World Health Organization; 2016.
  3. WHO . World Health Report 2006 : Working Together for Health. Geneva: O World Health rganization; 2006.
  4. Campbell J. & Shojaei T. Health Human Resources in Francophone African Countries: Dynamics and Challenges. Public Health, 2018. HS, 5- 5. doi: 10.3917 / spub.180.0005.
  5. MINSANTE. Country Profile of Human Resources for Health : Cameroon. Ministry of Public Health ; 2009. [ http://cm-minsante-drh.com/site/images/stories/profilpays.pdf ]
  6. BUCREP. Third general census of population and housing (3 rd RGPH) : Population Projections. Central Bureau of Censuses and Population Studies. 2010. [http://bucrep.cm/index.php/en/resources-and-documentations/downloads/category/82-demographicprojections?download=86:demographicprojections]
  7. ADB . Economic Outlook in Africa. African Development Bank ; 2019. [ https://www.afdb.org/fileadmin/uploads/afdb/Documents/Publications/2019AEO/AEO_2019-EN.pdf ]
  8. INS. Report on the 3 rd General Census of Population and Housing. National Institute of Statistics. 2010
  9. INS. Fourth Cameroon Household Survey (ECAM IV). National Institute of Statistics. 2014
  10. MINSANTE. 2016-2027 Health Sector Strategy. Minister of Public Health. 2016. [http://cm-minsante-drh.com/site/images/stories/profilpays.pdf]
  11. MINSANTE. General census of health sector personnel. Minister of Public Health. 2011. [http://cm-minsante-drh.com/site/images/stories/general_report_of_census_01_12_2011_misenform_FINAL05122001.pdf]
  12. WHO . Analytical health profile Cameroon. 2016. World Health Organization; 2006.
  13. Robyn PJ et al. Addressing health workforce distribution concerns: a discrete choice experiment to develop rural retention strategies in Cameroon. Int J Health Policy Manag2015; 4: 169-180. doi: 10.15171 / ijhpm.2015.27
  14. GWA / WHO . Mid-level health providers: Millennium development Goals. Geneva: Global Health Workforce Alliance, World Health Organization; 2010.
  15. Speybroeck N, Kinfu Y, Dal Poz MR, Evans DB . Reassessing the relationship between human resources for health, intervention coverage and health outcomes. Geneva: World Health Organization;2006
  16. Clemens MA, Pettersson G. New data on African health professionals abroad. Human Resources for Health. 2008: 6 (1), 1.
  17. The World Bank . Policy Brief: Improving the Governance of the Health System in Cameroon. Yaoundé: The World Bank; 2013.
  18. Russo G, Gonçalves L, Craveiro I, Dussault G. Feminization of the medical workforce in low-income settings; African capital cities. Human Resources for Health. 2015 Jul 31; 13 (1): 64.
  19. Mohamed NA, Abdulhadi NN, Al- Maniri AA, Al- Lawati NR, Al- Qasmi AM . The trend of feminization of doctors in Oman: is it a phenomenon that could rouse the health system? Human Resources for Health. 2018 Apr 27; 16 (1): 19. Z
  20. Zhu A, Tang S, Thu NTH, Supheap L, Liu X. Analysis of strategies to attract and retain rural health workers in Cambodia, China, and Vietnam and context influencing their outcomes. Human Resources for Health. 2019 Jan 7; 17 (1): 2.
  21. Hu D, Chen C, Zhang C, Huang J, Jia Z, Li H, et al. Rural bonded rural scholarship. Chin J Health Policy. 2016; 9 (9): 60-4.
  22. Ojakaa D, Olango S, Jarvis J. Factors affecting motivation and retention of primary health care workers in three disparate regions in Kenya. Human Resources for Health. 2014 Jun 6; 12 (1): 33.
  23. Prust et al. A ssessment of interventions to attract and retain workers in rural Zambia : a discrete choice experiment . Human Resources for Health (2019) 17:26 https://doi.org/10.186/s12960-019-0359-3