Abstract:
Background: Human resources for health (HRH) contribute to health system
strengthening, universal health coverage, and improved health outcomes. Faith-based
organizations (FBOs) play an important HRH role. An intervention was undertaken to
improve HRH policies and management with a focus on the human element for wider
impact on institutional and workforce capacity.
Methods: Using purposive sampling of health workers in Kenya’s five regions, the
evaluation included semi-structured interviews, workplace observations, and in-depth
interviews. We examined perceptions of workplace status, situations, and processes
before and after the intervention to assess changes over time.
Results: HRH managers perceived large improvements in their offices, recruitment,
promotion, availability of job descriptions and manuals, and appropriate payment of
salaries. Perception scores started as low as 3.5 and reached as high as 9.4, with
average differences ranging from 2.8 to 5.4 points. Health workers confirmed these
changes as manifested by improvements in the proportion acknowledging increases
in incentives and safety regulations (27% to 63.6% and 66.7%, respectively) between
the time periods. Clients also perceived progress, such as more courteous workers
(from 80% to 96%).
Conclusions: CHAK’s adoption and dissemination of standard HRH policies and
procedures improved its institutional capacity, HRH culture, and management
practices. The positive long-term effects of such changes on the workforce and
service delivery require confirmation through further research.
