Table 3 |
|
Incentives and HRM tools |
| Introduction of and/or promotion of: |
| • group-based performance awards and pay |
| • effort-related awards and pay |
| • consistent application of clearly defined sanctions for wrongful behaviour |
| • exposure to new knowledge (training, conferences) |
| • team building |
| • low-cost benefits that express personal appreciation (extra free time, tea during
night duty) |
| • development of career development plans |
| • transparent and reliable promotion schemes |
| • continuing professional development, training |
| • supportive supervision and feedback |
| • performance management tools |
| • staff satisfaction surveys |
| • increased staff participation in decision-making processes within the health structure |
| • horizontal and vertical communication among staff |
| • quality improvement teams and building a quality culture |
| • participatory problem assessments and problem-solving processes |
| • benchmarking and competition among facilities. |
|
|
|
Mathauer and Imhoff Human Resources for Health 2006 4:24 doi:10.1186/1478-4491-4-24 |
