Pharmacy Workforce in Myanmar Public Sector
Abstract
Objective: Pharmacist shortage in Myanmar was recognised, but previous local study was unavailable. This study aimed to analyse Myanmar’s pharmacist workforce situation focusing on public sector.
Methods: Mixed method combining secondary data analysis and face-to-face interview was used. The government human resources registry databases were used as data sources. The pharmacist density, the pharmacist distributions in public-private sector, across geographic region, across settings were analysed. In-depth interview was conducted to explored current and future roles and responsibilities of pharmacists in public setting.
Results: The findings showed that pharmacist density was 0.73 per 10,000 population. This ratio was seven times lower than the FIP 2015-2017 survey. Pharmacists were clustered in big states: Mandalay, Yangon and Nay Pyi Taw. Only 15% of pharmacists worked in the public sector. Skill shortage was predominantly found in hospital rather than other settings. Hospital pharmacists focused on procurement and inventory management, but rarely performed clinical functions.
Conclusions: The numerical, distribution and skill shortages of pharmacist workforce were identified in the public sector. To further expand pharmacist function, the government must prepare to increase the number of pharmacists and empower them to perform necessary omitted functions. Pharmacist workforce utilizing supply-based approach is needed for human resource planning.
Methods: Mixed method combining secondary data analysis and face-to-face interview was used. The government human resources registry databases were used as data sources. The pharmacist density, the pharmacist distributions in public-private sector, across geographic region, across settings were analysed. In-depth interview was conducted to explored current and future roles and responsibilities of pharmacists in public setting.
Results: The findings showed that pharmacist density was 0.73 per 10,000 population. This ratio was seven times lower than the FIP 2015-2017 survey. Pharmacists were clustered in big states: Mandalay, Yangon and Nay Pyi Taw. Only 15% of pharmacists worked in the public sector. Skill shortage was predominantly found in hospital rather than other settings. Hospital pharmacists focused on procurement and inventory management, but rarely performed clinical functions.
Conclusions: The numerical, distribution and skill shortages of pharmacist workforce were identified in the public sector. To further expand pharmacist function, the government must prepare to increase the number of pharmacists and empower them to perform necessary omitted functions. Pharmacist workforce utilizing supply-based approach is needed for human resource planning.
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