Health Care Reforms: Is Task Shifting a Panacea to the human resources crisis?

The vision of the International Council of Nurses (ICN’s) Leadership for Change programme is that, “Nursing in the 21st century will have nurses at a country and organisational level equipped with knowledge, strategies and strength to lead and manage in health services and in nursing through change and into a healthier future for all populations,” (ICN 2010a). The contribution and leadership of nurses to population health has long been recognised, (Kendall 2008) for example, declared that nurses could “lead the way” in primary health care (PHC). In a review of the contribution of PHC nurses since 1978, Kendall concluded, “Nurses have accepted the challenge and the opportunity to make a real difference to community health,” (Kendall 2008 ). Nurses are the key providers in PHC comprising 60-80% of the total health system workforce and provide 90% of all heath care services (WHO 2008). It is imperative for the reform of PHC that nurses’ skills and abilities are harnessed and maximised and hence the development of Task Shifting as a panacea to address the human resources crises.

Questions then arise on how PHC nursing workforce could be supported to deliver the most effective nursing care for individuals and communities? What factors support/drive effective PHC nursing workforce development? What factors inhibit/restrain such developments? How can PHC nurses be empowered to achieve PHC reform through workforce enhancement? How can workforce enhancement support PHC nurses to contribute to PHC reform?, ( Kendal B, Mogotlane S, 2011).