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The people factor: An analysis of the human resources landscape for immunization supply chain management

Tuesday, 4th of April 2017 Print

Abstract below; full text is at http://www.sciencedirect.com/science/article/pii/S0264410X17301925

Vaccine

Volume 35, Issue 17, 19 April 2017, Pages 2134–2140

The people factor: An analysis of the human resources landscape for immunization supply chain management 

Available online 30 March 2017

 

 

http://dx.doi.org/10.1016/j.vaccine.2017.01.084

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  Open Access


Abstract

Human resources is the backbone of any system and the key enabler for all other functions to effectively perform. This is no different with the Immunization Supply Chain, more so in todays complex operating environment with the increasing strain caused by new vaccines and expanding immunization programmes (Source: WHO, UNICEF).

In order to drive the change that is required for sustainability and continuous improvement, every immunization supply chain needs an effective leader. A dedicated and competent immunization supply chain leader with adequate numbers of skilled, accountable, motivated and empowered personnel at all levels of the health system to overcome existing and emerging immunization supply chain (ISC) challenges. Without an effective supply chain leader supported by capable and motivated staff, none of the interventions designed to strengthen the supply chain can be effective or sustainable (Source: Gavi Alliance SC Strategy 2014).

This landscape analysis was preceded by an HR Evidence Review (March 2014) and has served to inform global partner strategies and country activities, as well as highlight where most support is required. The study also aimed to define the status quo in order to create some form of baseline against which to measure the impact of interventions related to HR going forward.

The analysis was comprised of a comprehensive desk review, a survey of 40 respondents from 32 countries and consultations with ISC practitioners in several forums.

The findings highlight key areas that should inform the pillars of a HR capacity development plan. At the same time, it revealed that there are some positive examples of where countries are actively addressing some of the issues identified and putting in place mechanisms and structures to optimize the SC function.

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