Table 1 Career progression and capacity application experiences of training participants
Code | Background | Institutional affiliation | Positions – before training | Position – during/after training | Opportunities to apply | Reason for leaving/staying |
|---|---|---|---|---|---|---|
P2 | Social Science | Locally based training institute | Coordinator of the university’s research project site | Coordinator of the university’s research project site | Had few opportunities to apply capacity in current role | Stayed despite lack of recognition by employer and lack of opportunities due to lack of better alternatives, has a non-medical background |
P8 | Medical Science | Locally based training institute | MD and lecturer | Head of national human resources department | Multiple opportunity to apply capacity within the institution and represent institution in partnership with other institutions | Left despite high recognition by employer, seniority and multiple opportunity to apply capacity, due to career change, lack of commitment to organisation and family commitments |
P3 | Medical Science | MOH | Hospital director | Head of national human resources department, and later head of the national health department | Multiple opportunity to apply capacity within the institution and represent institution in partnership with other institutions | Stayed despite poor wages due to high recognition by employer, promotion, challenging assignments, and commitment to organisation and service |
P14 | Medical Science | MOH | Head of human resource at provincial health department | Works for an international agency, advisor to the provincial health department | Former role offers multiple opportunity to practice, current role also offers opportunities for application | Left despite recognition, and challenging responsibilities, due to low salary, possibility to continue working with MOH as a member of external development partner |
P15 | Social Science | MOH | Human resource officer at provincial health department | Head of human resource at provincial health department | Multiple opportunities to apply capacity within the institution and represent institution in partnership with other institutions | Stayed due to (albeit delayed) recognition by employer, promotion, challenging assignments |
P16 | Management | MOH | Training officer at MOH | Head of HR of a public hospital | Had opportunity to apply capacity in current and former role | Stayed due to recognition by employer, promotion, challenging assignments |
P35 | Medical Science | Locally based training institute | Lecturer | Lecturer, teaching HRH–related modules | Multiple opportunities to apply capacity within the institution and represent institution in partnership with other institutions | Stayed due to high recognition by employer, challenging assignments, career advancement, additional income |
P36 | Social Science | MOH | Procurement manager of a hospital | Head of HR development for a private company | Former role offers little opportunities to practice, multiple opportunity for practice in current role | Left due to low-salary, poor recognition and career prospects |
P37 | Social Science | MOH | Trainer at national human resource Directorate | Head of HR planning, National HRH Directorate, MOH | Multiple opportunities to apply capacity within the institution and represent institution in partnership with other institutions | Stayed due to recognition, promotion, job satisfaction |
P38 | Social Science | MOH | Financial Manager, sub-national structure, MOH | Head of HR, public hospital | Had an opportunity to apply capacity in current and former role | Stayed due to recognition, and relevant assignments |
P39 | Medical Science | Locally based training institute | Researcher and lecturer | Works for an international agency | Former role offers little opportunity to practice, multiple opportunity for practice in current role | Left due to low salary, low career prospects |
P40 | Social Science | MOH | Director of Health Training Centre in district | Permanent secretary of government in a district, Director General of a district | Had opportunity to apply capacity in current and former role | Stayed due to recognition, promotion |
P54 | Social Science | Locally based training institute | University research project staff | Lecturer, teaches HR-related courses. Coordinator of academic programmes, project manager | Multiple opportunities to apply within the institution and represent institution in partnership with other institutions | Stayed due to employer recognition, promotion, job security, advanced from project to permanent academic staff |
P55 | Medical Science | Local-based training institute | University project staff | Lecturer of HRH-related modules, coordinator of HRH-related postgraduate programme | Multiple within the institution and represent institution in partnership with other institutions | Stayed due to recognition; promotion, job security, transitioned from project to permanent academic staff |
P56 | Medical Science | MOH | District hospital director | Director General for Planning, Health Financing & Information System, MOH | Had multiple opportunities to practice in current role | Stayed due to recognition, promotion, challenging assignments, job satisfaction |
P57 | Medical Science | MOH | District hospital director | Clinical practice, and management of private health facilities | Had multiple opportunities to apply capacity in former and current role | Left due to family issues, lack of administrative support, career change |
P58 | Medical Science | MOH | Officer | Director of a unit, MOH | Had opportunity to apply capacity in current and former role | Stayed due to recognition, promotion, challenging assignments |
P59 | Medical Science | MOH | Researcher and programme manager | Director of programme, MOH | Had multiple opportunities to practice in current role | Stayed due to recognition by employer, promotion |