SynthesisHuman resources for health2026
Health workforce planning models for older adults in the WHO Eastern Mediterranean Region: a mixed methods systematic review.
Synthesis in Human resources for health, 2026. The graph could read no effect estimate from its abstract, so it casts no vote on the map. Not yet cited in PubMed.
What it found
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Authors and funding
6 authors.
Funding
Abstract
BACKGROUND/
objectiveAs the population across the World Health Organization Eastern Mediterranean Region (EMR) ages, healthcare systems are increasingly strained by the rising burden of non-communicable diseases and the growing demand for chronic geriatric care. Effective health workforce planning is essential to address these evolving needs. However, limited evidence exists on the applicability of workforce planning models tailored specifically to older adults in the EMR. The purpose of this review is to examine current models and strategies in health workforce planning for older adult care in the EMR, with a focus on regionally tailored, financially sustainable, and policy-relevant solutions.
methodsA mixed methods systematic review following JBI methodology was conducted. Five databases (MEDLINE, Embase, Scopus, CINAHL, and Web of Science) were searched for English-language qualitative, quantitative, and mixed-methods studies examining workforce planning models relevant to older adults' care in the EMR. The review focused on identifying approaches to workforce supply, demand and needs forecasting, competency development, retention, and financial sustainability in healthcare systems. The data were synthesized using a convergent integrated approach and the included studies were assessed for quality using the QuADS tool.
resultsAmong the total 1152 records identified, 11 studies met the inclusion criteria, covering four EMR countries (Iran, Lebanon, Jordan, and Saudi Arabia) across three healthcare settings. The key findings highlighted persistent shortages in geriatric, rehabilitation, and chronic disease specialists; limited use of forecasting models; and insufficient professional development opportunities. Major barriers included health professional migration, poor working conditions, and financial instability. Critical enablers included integrated supply-and-demand forecasting, competency-based training, and retention strategies such as improved remuneration, career progression, and supportive work environments. Financial sustainability was highlighted as a cross-cutting concern.
conclusionThis review highlights the urgent need for regionally adapted data-driven workforce planning models that integrate forecasting, competency development, and retention strategies to meet the care demands of aging populations in the EMR.
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