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5.3 Data Availability

This study identifies a dire need for an improvement in data availability and quality on HRH,
epidemiology and health care service. Although it is known that there are a lot of data, however

• The information on HRH is not integrated and consistent across professions, which
may be due to different act that governs each profession. The information on total
stock, inactive HRH and professional attrition rate can be obtained by regularly
updating the registry including liaising with the National Registration Department if
necessary.
• Data documenting individual patient care at the level of care as well as utilisation of
health service data by population are not comprehensive. This study relied on
experts and the Ministry of Health data to estimate health care needs and utilisation
of health services.
• Comprehensive data on out-migration of health personnel was not available during
the study period. However, as the registration process of health personnel
improves over the years, data on out-migration may be made available to better
project HRH supply in the future, e.g. Malaysia Nursing Board documented an in
creasing trend on nurses leaving Malaysia and working abroad from the year 2016
to 2018 (which is an almost two-fold increase). This data information will help the
policymaker to address out-migration issue in future

Relevant stakeholders are also encouraged to conduct disease projections to document
and visualise the probable future of Malaysians health status. This information will greatly
help relevant policymaker to prepare the resources needed to address b health needs.

5.4 Addressing Task-Sharing and Task Reallocation

It is observed, based on practice, that there is an overlap between nurses and AMO job
scope and unclear task demarcation at Out-patient, Emergency Department, School
Health, Adolescent Health, Men’s Health and Haemodialysis. This may create inefficiency,
reduce productivity, ineffective distribution of health professional, and lastly, it could
affect the post-basic training plan to suit service needs. This task demarcation should be
made clear across the profession of nurses and AMO’s and those with post-basic training.

Therefore, some of the solutions are to reallocate the nurse tasks with AMO according to
their basic training to ensure quality and smooth service delivery. To enhance the relevance
of AMO service in healthcare service, clearer demarcation of job scope should be endorsed
by top management. Enhancing the role and capacity of AMO could further improve the
care of patients and contribute to the survival rate of emergency department patients. To
increase access to effective services, some strategies i.e. task reallocations, are applied.

Although task-sharing and reallocation is suggested to compensate human resource
shortage, our study illustrates that this approach can increase productivity. This could
also entail an opportunity for integration of new programs in the facilities without
employing new workforces. In fact, the focus could be on appropriate task-sharing in
facilities with sufficient human resources to increase productivity as well as task shifting
to address human resource shortages. Apart from this, a guide or a task-sharing policy
should be looked into, to prevent burn-out of healthcare worker from either profession.

SUPPLY AND NEEDS-BASED REQUIREMENT PROJECTIONS OF MALAYSIAN HUMAN
SUPPLY AND NEEDS-BASED REQUIREMENT PROJECTIONS OF MALAYSIAN HUMAN
RESOURCES FOR HEALTH USING SYSTEM DYNAMICS APPROACH 2016 - 2030 RESOURCES FOR HEALTH USING SYSTEM DYNAMICS APPROACH 2016 - 2030