Based on documentary data and especially on professionals surveys opinions，some suggestions have been formulated，that can be applied to all the institutions of Togolese public sectors.
Finances are the stone spear，the effective foundation of Human Resources Management.In fact investing in HRM enables today organizations to easily achieve their objectives that were fixed.Workers retention and a good performance are always based on a good motivation.So to achieve its objectives，the government must improve and develop practices that allowed employees to be kept satisfy and motivated for their work.To do so，the authorities must establish new salary scales that take into account the national and international current living standards.In the short term，the HR manager can apply the indirect remuneration condition also called performance remuneration which is linked to an individual or a collective merit.
The HR managers should advocate the same policy，i.e.it should apply equity policy in managing of health workers.All of discriminatory nature likes the nepotism，friendships；ethnic，religious or political must be avoided.
The supervision and control of the activities must be complete with serenity.The managers should relax controls by making its less apparent as usual，and by making a feedback to workers.
Develop an effective network communication between staff and between staff and their hierarchy.This allows developing the cohesion and the interpersonal relationships in the health system.A good cohesion assures the full integration of employee.Indeed，personnel who are well integrated into its jobs will feel more satisfy，motivated in his work than an employee who is not integrated.
Managers are expected to develop recognition policy in the health system.Indeed recognize the efforts of health workers，their skills，their results and praise is very important and has a direct impact on employee.HR management must take training as a policy of personnel incitation.
The leadership must be developed in the health institutions，and the number of mangers increased.Then it must implement the human resource management tools，such us recognition policy，reward，award，bonus policy，congratulation policy which are very important and has a direct impact on the employees loyalty，motivation and retention.
6.Conclusion
The main goal of our studies was to provide in-depth analysis of factors which motivate and increase workers retention in Togolese healthcare system.Based on our investigation，two variables were selected：remuneration and a better use of management tools are those that contributed to the improvement of health workers retention in Togos healthcare system.
The results of this research without the pretension of being exhaustive can serve as a basis or can contribute to initiate reflection on motivation of health professionals and especially contribute to an improvement of management in Togolese health institutions.
The decentralization process initiated by the government with the support of international organizations should be finalized to allow an autonomous management of health institutions.The assistance of foreign partners would be welcome but it would henceforth regard as a necessity.
Finally，improvement of health workers retention would not be reached without the change in management style，especially through increased financial incentive.（作者单位：首都经济贸易大学）
References
[1]“Strengthening of leadership and health system management in Togo：What lesson drawn” Ministry of public Health of Togo.
[2]Three orientation to limit physician shortage in Africa” Mathieu Loitron，April 2007
[3]“Nurse Retention and recruitment：developing a motivated workforce”.Pascal Zun，Carmen Dolea，Barbara Stilwell.WHO.
[4]“Study of nurses work satisfaction：case of the Alfarabi d’Oujda- Angads hospital.（1999），Yahya Mouqla.
[5]Vujicic M，Zurn P，Diallo K，Adams O，Dal Poz M：The role of wages in the migration of health care professionals from developing countries.（2004）.
