Comprehensive Human Resource Management in Anesthesia  Departments: Current Practices, Challenges, and Future Directions

Sujittra  Duangthep; Papiroon  Noitasaeng; Phongthara  Vichitvejpaisal

Authors

Sujittra Duangthep Department of Anesthesiology, Faculty of Medicine Siriraj Hospital, Mahidol University, Bangkok 10700 Thailand
Papiroon Noitasaeng Department of Anesthesiology, Faculty of Medicine Siriraj Hospital, Mahidol University, Bangkok 10700 Thailand
Phongthara Vichitvejpaisal Department of Anesthesiology, Faculty of Medicine Siriraj Hospital, Mahidol University, Bangkok 10700 Thailand

Keywords:

anesthesia workforce, healthcare administration, human resource management, perioperative service, workforce planning

Abstract

Human resource management is a critical yet often determinant of performance, safety, and sustainability in anesthesia departments. Modern anesthesia services operate within increasingly complex clinical and organizational environments, characterized by rising surgical volumes, higher patient acuity, expanding safety and regulatory requirements, and growing administrative demands. In parallel, anesthesia departments worldwide face persistent workforce challenges, including staff shortages, maldis-tribution, burnout, and limitations in data and training systems. This narrative review provides a comprehensive overview of human resource management in anesthesia departments, encompassing both clinical and non-clinical personnel. It synthesizes current practices related to recruitment, staffing models, workforce allocation, scheduling, education and training, data management, quality control, and operational support systems. Particular attention is given to the roles of coordinators, administrators, data and logistics personnel, and quality officers, whose contributions are essential to efficient service delivery but are frequently overlooked in workforce planning. The review also identifies key challenges affecting anesthesia human resources, including workforce shortages, workload intensity, fragmented information systems, educational gaps, and increasing quality and regulatory pressures. Building on these findings, future-oriented strategies for the next 5-10 years are discussed, emphasizing strategic workforce planning, digital and data-driven human resource management, career pathway development, role diversification, and staff well-being.

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