One of the important aspects of any robust health system is the human resources available within. In the context of Kenya, the country’s efforts to achieve Universal Health Coverage (UHC) can be attributed largely to the presence of its Human Resource for Health( HRHs). Acknowledging the importance of HRHs in the healthcare sector, the Kenya Health Human Resource Advisory Council (KHHRAC) has come up with its Strategic Plan for the period of 2025-2030 which serves as an overarching guide to help the country strengthen its health workforce.
Foundation: Importance of HRHs
Human resources are vital in ensuring that there is efficient and effective provision of healthcare services. In Kenya, the growth of the health workforce continues as witnessed from the estimated 7,650 professionals joining the profession every year. However, despite this increase in numbers, the health workforce has not been able to meet demand, especially since by 2025, the number was expected to be about 226,000.
Some of the challenges facing the sector include:
- Human resources deficit and their maldistribution, particularly among rural health facilities
- Bad working conditions such as long working hours and low remuneration
- Skill attrition and human resource migration
- Lack of integrated information systems
KHHRAC’s Mandate and Vision
Established by the Health Act of 2017, the KHHRAC plays an essential role in developing policies, setting standards, and providing advice on health workforce management. The mandate of the Council encompasses the whole HRH value chain ranging from the allocation of internships and movement of professionals to welfare, promotion of their careers, and the maintenance of the national register of workforce.
Vision of KHHRAC
“A globally competitive health workforce for a healthy nation.”
This vision is founded on core values like integrity, professionalism, accountability, cooperation, and fairness.
Major Challenges Behind the Strategy
The Strategic Plan highlights various systemic challenges that need to be overcome for improved health workforce in Kenya. Some of these challenges are:
- Broken frameworks for managing internships and healthcare professionals
- Discrepancies in standards between national and county levels of government
- Lack of adequate leadership and technical skills
- Low coordination in workforce planning and movement
- Lack of integration of workforce information systems
Strategic Focus Areas
These challenges shall be addressed through the following thematic areas:
- Leadership, Management, and Governance
Improving capacity for good leadership and coordination at both national and county levels for effective planning of the health workforce.
- Standards and Regulation
Standardizing policy, staff ratios, and professionalism within the health sector.
- Capacity Building and Competence Enhancement
Investment in the training and development of healthcare professionals.
- Health Workforce Information Systems
Implementation of integrated information systems that can support decision-making.
- Research and Innovations
Investment in data analysis, innovation, and sharing of best practices in health workforce management.
Investing in Healthcare in the Future
The implementation of the Strategic Plan is projected to cost a total of KSh 5.4 billion over a period of five years. One of the largest investments will be made in leadership and governance as institutions play a crucial role in reforming the health sector.
To facilitate mobilization of the required resources, KHHRAC will undertake the following initiatives:
- Government funding
- Funding by development partners
- Public-private partnerships
- Innovative financing mechanisms
Collaboration in Transformation
One of the major strengths of this Strategic Plan is that it focuses on collaboration. In order to successfully implement the strategic roadmap, coordinated efforts will be required from:
- The government
- The regulatory authorities
- The training institutions
- The private sector
- The civil societies and the development partners
Through partnership and shared responsibility, the Strategic Plan creates the basis for a common purpose.
Looking ahead
The Strategic Plan 2025–2030 developed by the KHHRAC is a vital component in the process of developing an effective, resilient, and equitable health workforce in Kenya. This strategic plan is aimed at resolving systemic problems through investment in people, which can facilitate better health services and improve the overall state of health in the country.
In order to achieve universal health coverage, much depends not on technological advances but rather on the quality and motivation of the health workforce.
