Meilianti Sherly, Smith Felicity, Ernawati Desak Ketut, Pratita Rasta Naya, Bates Ian
UCL School of Pharmacy, 29-39 Brunswick Square, Bloomsbury, London WC1N 1AX, UK.
Indonesian Pharmacists Association, Wijaya Kusuma No. 17, Jatipulo, West Jakarta, Jakarta, 11430, Indonesia; Department of Pharmacology and Therapy, Universitas Udayana, Denpasar, Bali, 80234, Indonesia.
Res Social Adm Pharm. 2021 Nov;17(11):1989-1996. doi: 10.1016/j.sapharm.2021.03.003. Epub 2021 Mar 11.
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.
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.
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.
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).
开展系统的国家级劳动力需求评估是制定连贯的战略且合理的劳动力规划的一种方式。
本文描述了一个国家级需求评估过程，该过程使用一种系统方法（通过国际药学联合会发展目标（FIP DGs）劳动力要素）作为分析框架。该需求评估旨在确定在印度尼西亚转变药学劳动力队伍方面的差距优先级，以此作为实践和药学服务改革的前奏。
需求评估包括三个阶段：需求识别、需求分析和需求优先级确定。需求（劳动力发展差距）被定义为所感知到的劳动力挑战与现有的国家劳动力发展项目之间的差异。通过访谈或小组讨论来收集个体药剂师面临的劳动力挑战。举办了一个结构化研讨会，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。将所感知到的挑战结果和确定的国家劳动力项目映射到FIP DGs劳动力要素。通过将比例映射与FIP DGs劳动力要素进行比较来确定需求优先级。
有43名个体药剂师和7类主要利益相关者提供了与所感知到的劳动力挑战相关的信息；从利益相关者那里确定了30个国家项目。虽然本研究确定了在劳动力“能力发展”和“药学劳动力情报”方面所感知到的挑战，但没有与这些目标相对应的正在进行的国家项目。框架映射分析表明，劳动力发展差距集中在“能力发展”举措、“高级和专业发展”举措以及战略性药学劳动力情报数据收集方面。此外，在加强“与他人合作”的举措方面存在政策差距，并且在早期职业培训策略和劳动力影响的基础设施方面缺乏明确性。
本研究确定了印度尼西亚药剂师培养方面的差距优先级。这一过程可用于其他低收入和中等收入国家（LMICs）开展药学劳动力发展的需求评估。
