1. Unit 9. Human resource development for TB infection control TB Infection Control Training for Managers at National and Subnational Level

2. Objectives After this unit, the participant will be able to: List the goals of human resources development (HRD) Describe guiding principles for training Access technical assistance, tools and modules for HRD in infection control 2

3. Outline Definitions and goals for human resource development (HRD) WHO strategic approach to support countries in HRD Training HRD resources 3

4. Human resource development means: Getting the right people With the right skills and motivation In the right place At the right time 4

5. Human resource development is the process of: Planning Managing Supporting the health workforce involved in the delivery of TB control services Within overall health workforce development 5

6. Strong and sustainable TB IC efforts depend on: Timely, adequate, and ongoing Hiring Training Deployment Motivation Management of health workers 6

7. Health workers at different levels of the health system have the skills, knowledge, and attitudes (professional competence) A sufficient number of health workers of all categories involved in comprehensive TB control is available at all levels of the health system. HRD goals 7

8. the professional ability required to carry out certain functions a potential which is realized at the moment of performance Competence is: 8

9. Organize ongoing in-service training for all health workers involved in TB infection control Monitor and supervise health worker performance Strengthen pre-service, basic training for –physicians –nurses –laboratory technicians –other health workers HRD strategies for IC (1) 9

10. Engage in strategic partnerships for health workforce development with –Professional associations –Private sector including NGOs –Civil sector and prisons –Employers Contribute to integrated personnel management system to foster adequate workforce planning, recruitment, hiring, deployment and retention Contribute to overall workforce planning, policy development and leadership HRD strategies for IC (2) 10

11. Provide strategic guidance and support to regions, countries and partners Provide technical and financial support to WHO Regional Offices and individual countries in development and implementation Collaborate and coordinate with other WHO programmes and UN departments Role of WHO Stop TB Department in HRD 11

12. Develop and update evidence-based HRD approaches Develop generic tools for competence development, including HR management −Training modules −Manuals and guidelines −Checklists and assessment tools Organize courses and other learning opportunities at regional, inter-country level for key staff in National TB Control Programmes Advocate for HRD in global meetings WHO Stop TB Department strategies for HRD 12

13. Competency based Learner centred Task and level-specific (based on analysis of the tasks performed under a specific job description) Technically correct Assumes most persons who will deliver training courses have limited skills in facilitation and educational planning. All essential information should be contained in the training modules Based on sound educational principles (next slide) Guiding principles for training 13

14. Has measurable learning objectives (derived from the job description) Uses methods that actively involve the participant (to increase learning and the likelihood of transfer to the work setting) Enables the trainer (or facilitator) to assess whether the participant is learning and to give individual help as needed Includes objective evaluation to determine the extent to which the objectives have been attained Sound educational principles for competency-based learning 14

15. Who should be trained? What should they be trained on? Who provides the training? How will the training be provided? What does it cost and who pays? Was the training effective last time? What needs to be done to increase effectiveness? Questions to ask when developing training 15

16. Implementers (doctors, nurses, laboratory staff, epidemiologists) Trainers Management Policy and decision makers Infection control program staff Who needs to be trained 16

17. By facility types MDR-TB wards Hospital TB wards, referral hospitals HIV/AIDS care settings Outpatient clinics Congregate settings By community, depending on: Burden Risk Prioritization of training needs 17

18. Country adaptation of generic training materials Curriculum development Training of trainers (TOT) Training of implementers Monitoring and evaluation Adjustment of training plan based on assessment of effectiveness Steps in the training process-- the country level 18

19. Training of trainers (TOT) approach In-service or pre-service training Vertical (stand alone training on infection control) or integrated (added as part of another training on infection control or TB) Supervision and support Commitment  funding and staff Staff retention schemes Scale-up of HR capacity for TB IC 19

20. Current TA capacity is very limited Competence – support countries in: -Prioritizing TB infection control measures -Developing policies and action plans -Undergoing facility assessments -Developing partnerships, raising political will -Planning and budgeting -Addressing human resource issues -Monitoring, evaluation, supervision, quality assurance Technical assistance needs 20

21. Training for health care workers Generic training materials on TB infection control for managers at the national and subnational levels Technical assistance to support country level training Courses for programme managers on scaling up infection control Courses that build ventilation expertise New WHO policy on TB infection control Available courses and materials 21

22. Summary The goal of HRD is to have professionally competent health workers in sufficient numbers at all levels of the health system Training should be task and level- specific, based on analysis of the tasks performed under a specific job description. 22