Making Smart Investments for Human Resources for

Supply Chain Management:

Skills-Building Workshop

Ice Breaker

Ask your partner:

His/her name, designation, and place where they came fromHis/her expectation for this workshop

Be prepared to introduce your new partner to the large group along with his/her expectations.

Workshop Objectives

Identify HR challenges for SCM

List the five building blocks that constitute a systematic approach to HR in SCM and discuss their inter-relationship

Describe global HR initiatives for SCM and specifically articulate the role of the People that Deliver Initiative and how to interact with its leadership and membership

Explain how to assess HR for SCM using Human Resource Capacity Development for Public Health Supply Chain Management: Assessment Guide & Tools

Apply lessons learned to address the identified HR for SCM challenges

Why supply chains matter?

Billions of dollars have been spent on procuring life-saving medicines and other health commodities

Investments must be made in the supply chain, including infrastructure, facilities, planning, operations, and HR workforce to procure and deliver the right products, to the right place, in the right quantities, in the right quality, for the right cost at the right time.

Effective supply chains are the cornerstone of any successful health care system

NO PRODUCT....NO PROGRAM

Definitions

Supply Chain: a system of organizations, people, activities, information, and resources involved in moving a product from suppliers to customers

Logistics: the process of getting products through the supply chain from the point of origin (manufacturers) to the point of use. – Logistics is broken down into the operational components of supply

chain management: quantification, procurement, storage, transport, inventory management, information system, etc.

Supply chain management: The active oversight of the supply chain including the planning and management of logistics activities, the coordination and collaboration of stakeholders, and addressing

supply and demand dynamics at the international level.

Source: Steele, Pamela, 2014: GAVI Supply Chain Strategy People and Practices Evidence Review. This report was developed for GAVI Alliance by the People and Practice Working Group for GAVI Supply Chain Strategy Initiative

Supply Chain Cycle

Defining the Supply Chain Workforce

The supply chain workforce includes a variety of people who are dedicated to fulfilling logistics activities at national, district, and health facility levels, such as pharmacists, logisticians, supply chain managers, data managers, and warehouse and transport personnel.

It also includes key personnel who contribute only a portion of their time to supply chain functions, such as doctors, nurses, and other clinical and administrative staff, all of whom function within a coordinated system to provide appropriate, effective, and affordable medicines and commodities.

Source: Applying the HRH Action Framework to Develop Sustainable Excellence in the Health Supply Chain Workforce. 2013. Capacity Plus

HRH is part of health systems strengthening where there is currently a global shortage of healthcare workers.

With an increase in global investments in health commodities there is an increased strain on national supply chain systems and staff who run them.

Health supply chains are complex with multiple functions that require, tools, infrastructure, procedures, personnel and management to run them properly.

In many countries the personnel who are asked to run the supply chain are under-qualified and not well supported resulting in poor medicine availability.

Countries need to change their approach, paying more attention to the human resources that run supply chains, making them more professional.

Current issues in HR for SCM

HR for SCM Challenges & Requests

What are three challenges you have experienced regarding HR for SCM?

Briefly share the types of SCM capacity building requests you receive.

Six Rights of Supply Chain Human Resources

An effective supply chain involves ………

Six Rights of Supply Chain Human Resources

Engaging the right people…In the right quantities…With the right skills…In the right place…Paid the right salary…At the right time….

…to implement the procedures that direct supply chain operations and ensure the supply of health commodities

Impact of Human Resources on

Supply Chain Performance

Logistics Management Information

SystemProduct

Selection

Procurement

Inventory Control

Procedures

Warehousing and

Storage

Transport and

Distribution

Organizational Support

Product Use

Organization and Staffing

Forecasting

Finance/Donor Coordination/

Impact of Human Resources on Supply Chain Performance: Example

Source: : WHO/IVB, Apr. 2010 (based on Chad data)

24-fold increase in the value of new vaccines

introduced into a country…

… resulted in a 5-fold increase in the

workload for SCM at the central

level!

Human Resources for Supply Chain Management Paradigm

Current Desired

Human Resource Building Blocks that Expand SC Performance

Block 1- Engaged Stakeholders

Stakeholders, who provide technical leadership and advocacy in the field of supply chain management (SCM), as well as human resource management.

Block 2 – Optimise Policies and Plans

Policies, plans, and associated standard operating procedures (SOPs) that support human resource capacity development and management, including finance and human resource information systems (HRIS).

Block 3 – Workforce Development

Initiatives that focus on identifying and building a robust workforce, including recruiting, competency modelling and development, and pre-service and in-service education.

Block 4 – Increase Performance

Management initiatives that identify and enhance workforce performance, including retention, supervision, mentoring and coaching, and task shifting.

Block 5 – Professionalisation of SCM

Processes designed to establish supply chain roles or a set of professional responsibilities/competencies.

Including minimum pre-service education, professional networks and registration.

Human Resources for Health Action Framework (HAF)

The Human Resources

for Health Action

Framework presented here

is designed to assist

governments and health

managers to develop and

implement strategies to

achieve an effective and

sustainable health

workforce.

See the HAF applied to SCM in CapacityPlus’ Technical Brief “Applying the HRH Action Framework to Develop Sustainable Excellence in the Health Supply Chain Workforce”

Building Block Case Study Statements: Exercise

INSTRUCTIONS: Review the 3-4 short Case Study Statements that were assigned to your group and discuss and write down the following:

Which of the five HR for SCM building blocks may have been at play in the case? What impacts might there be to the effectiveness of a supply chain?

Which action field in HAF framework could be used or was used to expand the HR capacity?

Who might the major stakeholders be in the case statement and what might they be able to do?

Systematic Approach to HR for SCM via the Human Resource Building Blocks

Improving health outcomes by promoting sustainable workforce excellence in health

supply chain management

70+member organizations

country governments international agencies academic institutions implementing partners Non-governmental organizations private companies

PtD Vision & Mission

Vision: “A world where national supply chain workforces are planned, financed, developed and supported in a way that ensures equitable and sustainable access to the medicines and other commodities needed for optimal health outcomes”.

Mission: “Build global and national capacity to implement evidence-based approaches to plan, finance, develop, support and retain the national workforces needed for the effective, efficient and sustainable management of health supply chains”.

Structure of PtD

Focus countries

Get Involved in PtD…

How can YOU be a part of PtD?

Become a PtD member!

– Go to www.peoplethatdeliver.org

Join a PtD working group

– E-mail info@peoplethatdeliver.org)

Become a PtD Twitter follower (@PplthatDeliver)

For more information, contact: Secretariat: info@peoplethatdeliver.org Executive Manager: executivemanagerptd@unicef.org

People that Deliver: Resources

People that Deliver: Resources

Procurement & Supply Management Toolboxwww.psmtoolbox.org

People that Deliver: Resources

Logistics and Professional Development Opportunities (LAPTOP) http://www.rhsupplies.org/resources-tools/laptop.html

International Association for Public Health Logisticians (IAPHL)

What is IAPHL? – IAPHL is an professional association and online community of practice

which supports logisticians worldwide by providing an online exchange where members can network, exchange ideas, and improve their professional skills.

– Over 2,500 supply chain professionals from 114 countries

Join for free here: www.iaphl.org

Who are IAPHL members?

“It's great being a part of this large intellectual family.”

Dr. Iyke UchenduSHMB Abakaliki Nigeria

Improved IAPHL website including:– Resource Library, Blog, News and Events, Jobs page & More!

IAPHL resources

RESOLOG

For French-speaking logisticians! www.resolog.org

Strengthening the Supply Strengthening the Supply Chain Workforce in the Chain Workforce in the Dominican Republic and the Dominican Republic and the LAC RegionLAC Region

Presented at the 3rd Global Forum on HRH in Recife, Brazil

Timeline

Supply Chain Workforce Situation Analysis in Dominican Republic

Efforts to Professionalize Public Health Supply Chain Management

56.3%

12.5%

25%

6.3%

0

10

20

30

40

50

60

1 2 3 4

Porce

ntaje

Evaluacion

Evaluación General de la Profesionalización de la GCS en Salud Publica

1.811.81

Lack of competencies among employees

Few opportunities for PSE or IST in supply chain management

Salary inequality Lack of job descriptions Duplication of roles and

chain of command

Results Achieved to Date

Results achieved

Restructuring and formalization of new organogram, creating new promotion opportunities and strategic functions;

Advocacy based on dissemination of results from supply chain workforce situation analysis to stakeholders & government decision-makers;

Development of job descriptions and supervision manual for supply chain workers;

Institutionalization of diploma course in National Institute for Public Administration

Inclusion of supply chain workers in performance management system

Lessons Learned

• Value of strategic alliance with collaborating agencies and projects for technical assistance (SIAPS/MSH; SCMS)

• Involvement of the private sector

• Inclusion of educational institutions to ensure sustainability of improvement efforts

• Importance of assessments to generate evidence for advocacy and raising profile of the health supply chain workforce on the part of decision makers

• Persistent need for advocacy to raise the profile of this undervalued cadre

• Opportunity to address motivation in a multi-faceted way

Namibia’s Health Workforce Crisis

Second least densely populated country

One of the most severe health workforce shortages

Reliance on expatriate cadres High vacancy rates High levels of attrition Outdated staffing norms Salaries dependent on donor

financing (which is declining) Recent pre-service training

programs to increase in-country capacity

Transitioning health workforce from PEPFAR to Gov’t of Namibia

Source: Ministry of Health and Social Services (MOHSS) systems review

An Opportunity for Collaboration…

3 USAID-supported projects in Namibia: – CapacityPlus– Supply Chain Management

Systems– Systems for Improved Access

to Pharmaceuticals and Services

All with funding from USAID in support of PtD

MOHSS interest in looking at supply chain workforce

A smart donor investment…

Incorporating supply chain management focus into ongoing HRH work

Adapting HRH tools for supply chain context:– HRH tracking system – Discrete Choice Experiments (retention)– Workload Indicators for Staffing Needs (WISN)

Supply Chain Performance Improvement program

Minimal additional funding

Outcomes for Namibia

Enhanced planning, deployment, training and retention of the SCM workforce

1. A map of the supply chain workforce by level, with a detailed map of tasks and competencies required for SCM staff

2. An estimate of numbers of staff including skills mix, required for proper supply chain functioning

3. Improved supply chain workforce performance resulting in improved supply chain performance on a set of identified key supply chain performance indicators

Intrahealth

Outcomes for PtD

Case study for adaptation and replication

Proof of Concept – systematic approach to human resources for supply chain management yields increased supply chain performance

JSI

Assessment guide and tool

• Reference document review

• Supply chain profile

• Diagnostic dashboard

• Supplemental surveys

Purpose of the Human Resource for Supply Chain Management Assessment Tool

Document the capacity of a country’s public health supply chain human resource management

Document professionalization efforts of personnel working across a country’s public health supply chains

Identify where and how to improve supply chain performance through the effective human resource management

of supply chain personnel

Data Collection Tool

Data collection tool comprises 4 components:

•Reference Document Review – background documents and reference materials are collected and reviewed

•Supply Chain Profile – a questionnaire designed to create a profile of the supply chain(s) being assessed (one is filled out for each unique supply chain)

•Diagnostic Dashboard – evaluation tool used to define the transition stage of each human resource building block

•Supplemental Survey (optional) – a survey designed to gather data needed to supplement the Diagnostic Tool data with context and detail where needed

Sample Display: Supply Chain Human Resource System in

Development

Use the Diagnostic Tool Dashboard

Sample Display: Fully Developed Supply Chain

Human Resource System

If a petal is fully colored in, the human resource component

is fully developed

Colored “Petals:”Human Resource

Components

Human Resource Dimensions

Level 4 (100%): Human Resource Dimension Is Fully

Developed

Level 0: Human Resource Dimension Does

Not Exist

Human Resource for Supply Chain Management Assessment Process

• Compile reference documents

• Build Supply Chain Profile

• Conduct Assessment Team Training Workshop

• Build data collection tool

• Build data collection plan

• Build data collection methodologies

• Conduct Launch Workshop

• Collect data

• Develop recommendations

• Prepare report• Validate findings and

recommendations• Develop

implementation plan• Report findings and

recommendations

Activity – Practice Analysing Data!

1. Divide into 4-5 small groups.

2. Review sample Dashboard data in Handout.

3. Identify “strengths,” “areas for improvements,”“opportunities,” and “challenges”.

4. Hypothesize the root causes for internal “strengths” and “areas for improvement” and external “opportunities” and “challenges”.

• Ask “What is the reason?”

• And then for each reason, “Why does that exist?”

• Then ask, “How does this impact the assessed supply chain?”

• Tip: focus your time on areas with greatest potential impact

5. Be ready to present analysis for one human resource building block to the group.

Sample Dashboard with Aggregated Data

Data Analysis Table and Root Cause Analysis

1. Ask “What is the reason?”2. And then for each reason, “Why does that exist?”

3. Then ask, “How does this impact the assessed supply chain?”

Tip: focus your time on areas with the greatest potential impact

Goal of a Strengthened Supply Chain Workforce…..

Logistics Management Information

SystemProduct

Selection

Procurement

Inventory Control

Procedures

Warehousing and

Storage

Transport and

Distribution

Organizational Support

Product Use

Organization and Staffing

Forecasting

Finance/Donor Coordination/

…improved commodity availability!

Activity – Develop a Human Resource for Supply Chain Management Implementation Plan!

1. Identify one recommendation for expanding human resources

2. Be ready to present to the group, your recommendation & one action you will take.

Note “Evidence Of Success” (How will you know that you are making progress? What are your indicators?)!

Human Resource Recommendation: _____________________________

Action Step

Responsibilities

Timeline Resources Potential Barriers

Communications Plan

What will be done?

Who will do it? By when? A. Resources AvailableB. Resources Needed (financial, human, political & other)

A. What individuals or organizations might resist?B. How?

Action Step Responsibilities

Timeline Resources Potential Barriers

Communications Plan

What will be done? Who will do it? By when? A. Resources AvailableB. Resources Needed (financial, human, political & other)

A. What individuals or organizations might resist?B. How?

Why do you believe investing in

human resources for

health supply chain management systems

is important?

Importance of investing in HR for SCM

Key messages:

Increased global investments in health commodities have increased strain on national supply chain systems and the staff who run them

Effective supply chains are the cornerstone of any successful health care system...

– NO PRODUCT....NO PROGRAM

Human resources have a significant impact on effectiveness and efficiency of a supply chain

Resources & Advocates

Advocating and strengthening the supply chain workforce…

Let’s review our objectives

Identify HR challenges for SCM

List the five building blocks that constitute a systematic approach to HR in SCM and discuss their inter-relationship

Describe global HR initiatives for SCM and specifically articulate the role of the People that Deliver Initiative and how to interact with its leadership and membership

Explain how to assess HR for SCM using Human Resource Capacity Development for Public Health Supply Chain Management: Assessment Guide & Tools

Apply lessons learned to address the identified HR for SCM challenges