862 extractive question-and-answer pairs built from National Health Systems Resource Centre, published by nhsrcindia.org. Every answer is a verbatim span of text the source prints, and each row carries the passage it sits in, its offset in that passage, the source quote, the page and the location in the document, so any row can be checked against the original. 652 of the 862 pairs (75.6%) are explanatory questions and 210 restate a figure. 99.88% of rows pass the corpus quality gate.
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Strong coverage with minor gaps in documentation or freshness.
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First 10 of 862 rows
| question | answer | context | answer_start | question_type | knowledge_quality_score | source_quote | source_page | source_location | confidence | validation_status |
|---|---|---|---|---|---|---|---|---|---|---|
| What is the purpose of the performance appraisal process in Human Resource Management? | an essential part of Human Resource Management in terms of assessing the improvement in skill, knowledge, ability and overall performance of the staff | Performance appraisal process is an essential part of Human Resource Management in terms of assessing the improvement in skill, knowledge, ability and overall performance of the staff. All staff under NHM should undergo performance appraisal annually/ biannually and the State should develop assessment and grading mechanism to provide objectivity to the assessment process. | 33 | definition | 1.000 | Performance appraisal process is an essential part of Human Resource Management in terms of assessing the improvement in skill, knowledge, ability and overall performance of the staff. | 42 | page=42,block=7 | 0.850 | valid |
| What document outlines the main responsibilities, qualifications, and requirements for a particular role? | A job description or ToR | Any position created under National Health Mission should have clearly defined roles and responsibilities along with measurable deliverables. A job description or ToR defines the key responsibilities, requirement and qualifications for a specific position and creates a benchmark for performance review. A detailed job description (JD) of all staff should always be available with the HR Cell. prior to any recruitment, the JD/ ToR should be reviewed by the HR Cell and the programme division (if associated) as the specific requirements of the same position may change over time depending on the phase of the programme, changed disease burden or needs of the health system in general. The most recent guidelines of the programme should be referred. In case of any confusion, the State should get in touch with the Division in MoHFW or HRH team in NHSRC. | 142 | definition | 1.000 | Any position created under National Health Mission should have clearly defined roles and responsibilities along with measurable deliverables. A job description or ToR defines the key responsibilities, requirement and qualifications for a specific position and creates a benchmark for performance review. | ||||
| What is involved in a Training Needs Assessment? | a situational analysis of the gap between what is currently practiced and what is required | Training Needs Assessment (TNA) a. This is the first step in the training process and entails a situational analysis of the gap between what is currently practiced and what is required. The process includes an assessment of skills and knowledge currently required by various employees to perform current and future tasks. Need assessment helps in identification of performance gaps that can be bridged through training. b. There are two ways to conduct training needs assessment: • The first is to conduct a job analysis, by identifying necessary knowledge, skills and abilities to perform a specific job and compare it with the skills that the employee already possesses. | 94 | definition | 1.000 | This is the first step in the training process and entails a situational analysis of the gap between what is currently practiced and what is required. | 79 | page=79,block=2 | 0.700 | valid |
| What principle ensures fairness in salary determination for all jobs? | Equal pay for equal work | Principles and Processes for Salary Determination Salaries underNHM should facilitate attraction and retention of talent and therefore offering competitive salaries is important to attract qualified staff, motivate existing staff and reduce turnover. Following are essential principles which should be considered while determining an appropriate salary range for a job: y Equal pay for equal work should be applicable to all the jobs with adequate weightage for educational qualification and experience. y State should ensure that there is parity in salary across various pools (RCH, NRHM, NUHM, NCD and DCPs) in NHM. y Minimum wages in each category for all workers must be ensured. | 372 | definition | 1.000 | Following are essential principles which should be considered while determining an appropriate salary range for a job: y Equal pay for equal work should be applicable to all the jobs with adequate weightage for educational qualification and experience. | 99 | page=99,block=2 | 0.700 | valid |
| What is the performance description for a rating of 4 in the NHM appraisal system? | Exceeds job requirements – staff member consistently performs above job requirements. | Table: Year increment based on performance appraisal Rating Performance Description Increment 5 Exceptional – staff member demonstrates superior performance greatly exceeding job requirements in all areas. 10% 4 Exceeds job requirements – staff member consistently performs above job requirements. 8% 3 Satisfactory – staff member performs well in all areas of responsibility consistently meeting all job requirements. 5% | 212 | definition | 1.000 | 10% 4 Exceeds job requirements – staff member consistently performs above job requirements. 8% 3 Satisfactory – staff member performs well in all areas of responsibility consistently meeting all job requirements. | 99 | page=99,block=14 | 0.700 | valid |
| What is the main goal of the SwasthyaSewaDapoon system? | to develop and integrate all health-related database within a single platform | There was discrepancy in similar data being captured through both the software and specific gaps of information collected for HR data, ASHA related activities, VHND monitoring, financial monitoring, health infrastructure development etc. To overcome these challenges, the state developed and implemented an Integrated MIS-GIS System called SwasthyaSewaDapoon in 2018. The system has been developed using in-house capacity of NHM-Assam and it is hosted in NHM server. The main goal of the software is to develop and integrate all health-related database within a single platform. | 500 | definition | 1.000 | The main goal of the software is to develop and integrate all health-related database within a single platform. | 147 | page=147,block=2 | 0.700 | valid |
| What is the focus of performance accountability in healthcare? | setting minimum performance benchmarks focusing on services, outputs, and results | Bringing Accountability in Health: The Madhya Pradesh Experience Introduction Accountability in healthcare delivery system relates to three general categories i.e.financial, performance and political. Financial accountability encompasses tracking and reporting on allocation, disbursement, and utilization of financial resources by using the tools of auditing, budgeting, and accounting. Performance accountability refers to demonstrating and accounting for performance by setting minimum performance benchmarks focusing on services, outputs, and results. Political accountability is related to the public health institutions, procedures, and mechanisms that fulfill the public trust, represent citizens’ interests and respond to societal needs and concerns. | 473 | definition | 1.000 | Performance accountability refers to demonstrating and accounting for performance by setting minimum performance benchmarks focusing on services, outputs, and results. | 150 | page=150,block=2 | 0.700 | valid |
| What does political accountability in healthcare relate to? | the public health institutions, procedures, and mechanisms that fulfill the public trust, represent citizens’ interests and respond to societal needs and concerns | Bringing Accountability in Health: The Madhya Pradesh Experience Introduction Accountability in healthcare delivery system relates to three general categories i.e.financial, performance and political. Financial accountability encompasses tracking and reporting on allocation, disbursement, and utilization of financial resources by using the tools of auditing, budgeting, and accounting. Performance accountability refers to demonstrating and accounting for performance by setting minimum performance benchmarks focusing on services, outputs, and results. Political accountability is related to the public health institutions, procedures, and mechanisms that fulfill the public trust, represent citizens’ interests and respond to societal needs and concerns. | 595 | definition | 1.000 | Political accountability is related to the public health institutions, procedures, and mechanisms that fulfill the public trust, represent citizens’ interests and respond to societal needs and concerns. | 150 | page=150,block=2 | ||
| What framework advocates for strengthening governance and accountability in health services? | WHO Integrated People Centred Health Service framework | Person-Centred Care through Shared Leadership- Banka Model of Bihar Introduction The WHO Integrated People Centred Health Service framework advocates for strengthening governance and accountability through improving policy dialogue as well as policy formulation and evaluation together with citizens, communities, and other stakeholders. It is about promoting transparency in decision-making and generating robust systems for the collective accountability of policy-makers, managers, providers, and users through aligning governance, accountability, and incentives. A person-centred care approach has been implemented in Banka district, Bihar in 2019 to overcome various health system challenges such as unavailability of assured services especially C-Section (Low C section rate 1.02%) due to lack of competent HR, low staff accountability, suboptimal utilization of HR and low patient satisfaction. | 85 | definition | 1.000 | Person-Centred Care through Shared Leadership- Banka Model of Bihar Introduction The WHO Integrated People Centred Health Service framework advocates for strengthening governance and accountability through improving policy dialogue as well as policy formulation and evaluation together with citizens, communities, and other stakeholders. | ||||
| What is one of the most important goals of the National Health Mission? | Reducing maternal and child mortality | Introduction Reducing maternal and child mortality is among the most important goals of the National Health Mission. Public facilities for childbirth in Bihar must sustain minimum standards of quality of care to ensure safe birth outcomes. Most deliveries in public facilities are conducted by ANMs and GNMs. Maternity-benefit driven strategies have increased the utilization of public facilities for delivery and they currently conduct 65% of all deliveries. There are serious obstetric skill deficits amongst nurses. Pre-service training and SBA training are insufficient in improving the quality of intra-partum care to desirable standards. It is unlikely that sufficient numbers of skilled nurses will be recruited in the conceivable future, and without in- service training of available nurses, intra-partum care is unlikely to result in reducing preventable perinatal deaths. | 13 | definition | 1.000 | Introduction Reducing maternal and child mortality is among the most important goals of the National Health Mission. | 164 | page=164,block=4 | 0.700 | valid |
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| 33 |
| page=33,block=4 |
| 0.700 |
| valid |
| 0.700 |
| valid |
| 158 |
| page=158,block=2 |
| 0.700 |
| valid |