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Year : 2014  |  Volume : 3  |  Issue : 2  |  Page : 102-106

Provider's constraints and difficulties in primary health care system

1 Department of Community Health Administration, National Institute of Health and Family Welfare, Munirka, India
2 Department of Social Sciences, National Institute of Health and Family Welfare, Munirka, India
3 Department of Pharmacology, FOD, Jamia Millia Islamia, India
4 Law Centre-1, Faculty of Law, University of Delhi, New Delhi, India

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Source of Support: None, Conflict of Interest: None

DOI: 10.4103/2249-4863.137610

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Background: The contractualization of human resource in recent years has resulted into various human resource management issues. Objective: To explore the administrative and management issues of contractual model of human resource under primary health care system in Delhi. Materials and Methods: Comparative study was conducted on randomly selected sample of 333, comprised of Medical Officers, ANMs, Pharmacist and Laboratory Assistants and Technicians, both regular and contractual cadre. The data was collected using the semi-structured interview schedule and thematic content analysis was done. Results: The five major themes emerged in the analysis; these are (i) physical infrastructure, (ii) organization's working environment, (iii) privileges of staff, (iv) discontentment, (v) human resource development. Comparative analysis of themes between regular and contractual staff revealed significant differences in factors which are embedded into the organization's culture. Element of discontentment is high amongst contractual staff particularly for discrimination in job, undermining of authority, patient care relationship and privileges provided to regular staff. This reflects the area of dissatisfaction which varies between regular and contractual staff in the organization. Conclusion: If primary health care system fails to address genuine constraints of human resources of both regular and contractual cadre and perception of discrimination persists, it is bound to result into poor motivation for good performance in the system of health care. So, adopting good practices in human resource management keeping regular and contractual employees grievances at forefront are urgently needed to ensure the availability of adequately trained and motivated personnel's in health facilities.

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