Building a resilient health workforce for the future The Human Resources for Health (HRH) Strategy 20172021 was launched in response to a growing recognition that many health systems worldwide face critical shortages, uneven distribution, and skill mismatches among health workers. The strategy builds on the 2006 WHO Global Strategy on Human Resources for Health and aims to translate global commitments into concrete actions at national and subnational levels. Key drivers for the new strategy included: Vision: A health workforce that is sufficient, welldistributed, competent, and motivated to achieve universal health coverage (UHC) and the Sustainable Development Goals. Mission: To guide governments, donors, and partners in planning, developing, and sustaining a qualified health workforce that can respond effectively to current and future health needs. The strategy rests on five core principles: The 20172021 HRH Strategy identifies four overarching objectives, each supported by specific actions. Effective governance is essential for coordinated action across ministries and partners. Datadriven planning ensures that training institutions produce the right numbers of workers in the right locations. Quality of training directly influences service quality and patient safety. Retention is tied to working conditions, remuneration, and career prospects. Four themes cut across all objectives, reinforcing the overall impact of the strategy. Robust HRH data enable forecasting, monitoring, and course correction. The strategy urges the integration of HRH indicators into national health information systems and the use of tools such as the WHO HRH Observatory. Longterm fiscal commitment is critical. Countries are encouraged to allocate at least 3% of total health expenditure to HRH, explore resultsbased financing, and mobilize domestic resources alongside donor support. Genderresponsive policies improve equity and health outcomes. The strategy calls for genderdisaggregated data, safe working environments for women, and targeted leadership development programs. Technological tools can expand service reach and improve training. Examples include telementoring, elearning platforms, and mobilebased supervision. Implementation is structured around a threephase cycle: Stakeholder engagement is continuous, with regular consultative meetings, technical workshops, and public reporting to ensure accountability. Rwanda leveraged the strategy to double the number of nurses in rural districts by introducing a bonded scholarship scheme tied to mandatory service periods. Ghana integrated HRHIS with its District Health Information System, resulting in a 30% reduction in vacancy durations for primarycare posts. Vietnam adopted competencybased curricula for midwives, which contributed to a 25% decline in maternal mortality between 2017 and 2021. While progress has been notable, several obstacles remain: Key lessons emphasize the need for strong political commitment, integrated data systems, and flexible financing mechanisms that can adapt to changing health demands. The 20172021 HRH Strategy set the foundation for the next phase of workforce development, which focuses on: These priorities align with the WHOs UHC 2030 agenda and the broader Sustainable Development Goals. The Human Resources for Health Strategy 20172021 marked a decisive step toward building a competent, equitable, and sustainable health workforce. By grounding reforms in evidence, fostering crosssector collaboration, and prioritizing the wellbeing of health workers, the strategy has contributed to measurable improvements in service delivery and health outcomes. As the global health landscape evolves, the lessons learned will inform the next generation of policies aimed at achieving universal health coverage for all.
Human Resources for Health Strategy 20172021
Background and Rationale
Vision, Mission and Core Principles
Strategic Objectives
1. Strengthen HRH Governance and Leadership
2. Improve Workforce Planning, Production, and Distribution
3. Enhance Education, Training, and Continuous Professional Development
4. Foster a Safe, Motivating, and Productive Work Environment
Key CrossCutting Themes
Data & Evidence
Financing
Gender and Diversity
Innovation and Digital Health
Implementation Framework
Success Stories
Challenges and Lessons Learned
Looking Beyond 2021
Resources and Further Reading
Conclusion
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