Context
The process of Brazilian health reform –Unified Health System (SUS) – followed the path of decentralization, having financing, management responsibility and inter-management covenant its special focus.
Brazil is a federal country and the Ministry of Health (MoH), through the Secretary of Labor Management and Health Education (SGTES), apart from establishing national guidelines of work management policy, has been implementing strategies for inducing qualifies for the decentralization of management of work and education in the federal states.
Main objective
This research assess if the process of management and organizational decentralization of HRH of SES and SMS reflects investments in technical, political and financial resources at the national level (MoH).
Methodology
The methodology included a survey with HRH managers of states (SES) and large municipalities (SMS, including capitals) and focal groups with this HRH managers by geographic regions. The results were obtained by crossing data from the survey and the focal groups and by a comparative study based on the results of a previous research performed for us done in 2004.
Results
The results revealed that 76, 3% of the health departments have an HRH unit. It was observed that 63,2% have an HRH information system for payment rolls not for practice of planning and the HRH management don’t exercise the function of financial manager too.
For the health education, 67, 6% of the HRH managers mentioned cooperation with educational and teaching institutions for training and/or specialization of health workers. Among them, specialization courses account for 61, 4% and for short courses for 56, 1%.
Conclusion
This research pointed out that with the decentralization the area of human resources has been undergoing restructuring and developing actions that go beyond the traditional administrative activities. However, after twenty years of the SUS, there is a low institutionalization of the HRH area despite of the recent issues performed by the MoH.
