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Health care industry is one of the biggest industries in India, giving employment to a vast number of people. Despite this, there are many communities and states, experiencing an acute deficiency of workers and human resource. Condition of human resources for health in India is worst in rural parts, which is direct result of lack of Government's thoughtfulness towards adopting reliable Human Resources Policy Development And Practices This has brought a further negative impact on the quality of health care services. Reduced access to health care facilities is also a critical impact of tormented human resources for health in India. This shortage of workers has given birth to few other issues like hiring temporary staff at higher cost and increasing reimbursement of permanent workers. Many factors have contributed towards this serious shortage of human resources in the rural parts of India. These include: •Lack of proper human resources planning •An aging workforce population •High retirement eligibility •Difficulty in retention of workers •Difficulty in recruitment of workers •Lack of educational and training opportunities •High vacancy rates •High turnover rates •Lack of opportunities for career advancement •Financial concerns including lower pay as well as lack of benefits •Increased workload Government of India as well the states, where the rural health program is suffering the most, can take up few steps to attract masses to join rural health care industry of India. They can get into promoting educational opportunities through various broadcasting mediums, providing professional training at concessional rates, getting into collaboration with educational institutions, increasing the pay, incentives and perks, spreading awareness about benefits of joining health care industry, using technology to its best and arranging programs for advanced training for current health care workers. These steps will infuse current in the struggling rural health care industry of India and will make people to join thus, solving the issue of availability of apposite human resource for health care. Another very important strategy that authorities can take up is to encourage people to pursue their career in health industry. Various methods like assistance in repayment of educational loans and to assist with the cost of education, grants, loans, fellowships, scholarships, state loan repayment/forgiveness scholarship programs and loan repayment programs can be exercised to make them come towards this sector. For retention of existing human resources, there is another stratagem. Major points included in this plan of retention of employees include increased incentives, advanced training, easy loan getting and repayment facility. Other supportive services that could prove helpful in retention of the workers include helping spouses find work, providing free or subsidized educational facilities to the kids, an excursion trip, organizing stress reliving camps, providing adequate pay and benefits, giving bonus and complimentary perks on achievements etc. Not only financial incentives, other incentives that could be given include flexible working hours, time off from work to attend work-related training, special privileges such as VIP parking, or tuition assistance. These steps will not only allure people to stick in to this profession of health care but will attract outsiders to join. These benefits will also prove helpful in making employees work more enthusiastically, which will further result into increased productivity. People for Health is an initiative to strengthen human resources for health in India by engaging civil society organisations to support national health workforce policies, strategies, capacity building and skills transfer.India hosts 17% of the world’s population but human resources available for delivering health to 1.21 billion people have been a persistent challenge of the health system.
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Capacity Building Methods, Capacity Building Tools, Human Resources Policy Development, Human Resources Policy Practices, Human Resources Planning,
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