Background

Conducting a systematic country-level workforce needs-assessment is a way to develop coherent strategic and justifiable workforce planning.

Objective(s)

This article describes a country-level needs-assessment process using a systematic approach (via the FIP Development Goals (FIP DGs) workforce element) as an analytical framework. The needs-assessment aimed to prioritise gaps toward transforming the pharmacy workforce as a prelude to practice and pharmaceutical services reform in Indonesia.

Methods

The needs assessment consisted of three stages: needs identification, needs analysis, and needs prioritisation. The needs (workforce development gaps) were defined as the discrepancies between the perceived workforce challenges and the existing national workforce development projects. Interviews or group discussions were conducted to gather the workforce challenges of individual pharmacists. A structured workshop was conducted to identify workforce challenges and existing organisations' projects, with main stakeholders contributing to pharmacists' development in Indonesia. Perceived challenges findings and identified national workforce projects were mapped to the FIP DGs workforce element. The needs prioritisation was conducted by comparing the proportional mapping to the FIP DGs workforce element.

Results

There were forty-three individual pharmacists and 7 principal stakeholder categories that provided information related to perceived workforce challenges; thirty national projects were identified from stakeholders. While this study identified perceived challenges with workforce “competency development” and “pharmacy workforce intelligence,” there were no active ongoing national projects mapped to those goals. The framework mapping analysis showed there are workforce development gaps centred on “competency development” initiatives, “advanced and specialist development” initiatives, and strategic pharmacy workforce intelligence data gathering. Additionally, there were policy gaps with initiatives for strengthening “working with others” and a lack of clarity on infrastructure for early-career training strategies and workforce impact.

Conclusions

This study prioritises the gaps in developing pharmacists in Indonesia. This process could be used in conducting needs assessment of pharmacy workforce development in other Low and Middle-Income Countries (LMICs).

中文翻译：

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印度尼西亚药房劳动力的国家级国家需求评估

背景

进行系统的国家级劳动力需求评估是制定连贯的战略性和合理的劳动力规划的一种方式。

目标

本文描述了使用系统方法（通过 FIP 发展目标 (FIP DG) 劳动力要素）作为分析框架的国家级需求评估过程。需求评估旨在优先考虑在转变药房劳动力方面的差距，作为印度尼西亚实践和药学服务改革的前奏。

方法

需求评估包括三个阶段：需求识别、需求分析和需求优先排序。需求（劳动力发展差距）被定义为感知劳动力挑战与现有国家劳动力发展项目之间的差异。进行了访谈或小组讨论，以收集个体药剂师的劳动力挑战。举办了一个结构化的研讨会，以确定劳动力挑战和现有组织的项目，主要利益相关者为印度尼西亚药剂师的发展做出了贡献。感知的挑战结果和确定的国家劳动力项目被映射到 FIP DGs 劳动力要素。需求优先排序是通过将比例映射与 FIP DG 劳动力要素进行比较来进行的。

结果

有 43 名个体药剂师和 7 个主要利益相关者类别提供了与感知到的劳动力挑战相关的信息；从利益攸关方确定了三十个国家项目。虽然这项研究确定了劳动力“能力发展”和“药房劳动力情报”方面的感知挑战，但没有针对这些目标的积极正在进行的国家项目。框架映射分析表明，存在以“能力发展”计划、“高级和专业发展”计划以及战略药房劳动力情报数据收集为中心的劳动力发展差距。此外，在加强“与他人合作”的举措方面存在政策差距，早期职业培训战略和劳动力影响的基础设施缺乏明确性。

结论

这项研究优先考虑了印度尼西亚发展药剂师的差距。该过程可用于对其他中低收入国家 (LMIC) 的药房劳动力发展进行需求评估。