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Measure Plenary Hris Jan 2009 Ds
Measure Plenary Hris Jan 2009 Ds
Measure Plenary Hris Jan 2009 Ds
Measure Plenary Hris Jan 2009 Ds
Measure Plenary Hris Jan 2009 Ds
Measure Plenary Hris Jan 2009 Ds
Measure Plenary Hris Jan 2009 Ds
Measure Plenary Hris Jan 2009 Ds
Measure Plenary Hris Jan 2009 Ds
Measure Plenary Hris Jan 2009 Ds
Measure Plenary Hris Jan 2009 Ds
Measure Plenary Hris Jan 2009 Ds
Measure Plenary Hris Jan 2009 Ds
Measure Plenary Hris Jan 2009 Ds
Measure Plenary Hris Jan 2009 Ds
Measure Plenary Hris Jan 2009 Ds
Measure Plenary Hris Jan 2009 Ds
Measure Plenary Hris Jan 2009 Ds
Measure Plenary Hris Jan 2009 Ds
Measure Plenary Hris Jan 2009 Ds
Measure Plenary Hris Jan 2009 Ds
Measure Plenary Hris Jan 2009 Ds
Measure Plenary Hris Jan 2009 Ds
Measure Plenary Hris Jan 2009 Ds
Measure Plenary Hris Jan 2009 Ds
Measure Plenary Hris Jan 2009 Ds
Measure Plenary Hris Jan 2009 Ds
Measure Plenary Hris Jan 2009 Ds
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Measure Plenary Hris Jan 2009 Ds

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    • 1. Human Resources Information Systems (HRIS): Using Data to Make Informed Decisions in ECSA Region Pamela A. McQuide, R.N., Ph.D., Samwel Wakibi, MA; Ummuro Adano; MA; Rita Matte, RM, RN, BScN, MEd., Edward Mukooyo, M.D. Measure Project: From Data to Impact: Using Health Data for Results Arusha, Tanzania 29 January 2009
    • 2. Presentation Objectives <ul><li>Identify the need for accurate and timely human resource information systems for use in developing countries </li></ul><ul><li>Share the use and results of iHRIS across ECSA region </li></ul><ul><li>Describe the data for decision-making process used at the country level to increase evidence-based decisions </li></ul>
    • 3. Need for Human Resources for Health (HRH) Data <ul><li>HR challenges in the developing world: </li></ul><ul><li>The demand for health workers is increasing </li></ul><ul><ul><ul><li>In response to global health issues </li></ul></ul></ul><ul><li>While the supply is decreasing </li></ul><ul><ul><ul><li>Inappropriate distribution of health workers in rural vs. urban areas </li></ul></ul></ul><ul><ul><ul><li>Health workers are emigrating to other countries or leaving the sector </li></ul></ul></ul>
    • 4. Good HRH Data is Needed for… <ul><li>Education and Training – to make sound decisions about education and training, quantity and type </li></ul><ul><li>Registration – to ensure qualified supply </li></ul><ul><li>Deployment – to meet needs </li></ul><ul><li>Management – of personnel; tracking movements </li></ul><ul><li>Planning – right person, right place, right skills, right time </li></ul><ul><li>Data exist, but … </li></ul><ul><ul><li>in paper form </li></ul></ul><ul><ul><li>in different agencies, smaller cells </li></ul></ul><ul><ul><li>… making it very difficult to work with! </li></ul></ul>
    • 5. Systems Strengthening Approach <ul><li>Stakeholder Leadership Group </li></ul><ul><li>Infrastructure Strengthening </li></ul><ul><li>Software Solutions </li></ul><ul><li>Data-Driven Decision-Making </li></ul><ul><li>Capacity Building and Sustainability </li></ul>
    • 6. Participatory Approach <ul><li>Generate ownership </li></ul><ul><li>Build capacity </li></ul><ul><li>Empowerment </li></ul><ul><li>Share with other </li></ul><ul><ul><li>Ministries and Sectors </li></ul></ul><ul><ul><li>Countries </li></ul></ul>
    • 7. Where are we working?
    • 8. Case Study Uganda <ul><li>Developing an integrated data system for decision making, beginning with the Nursing Council </li></ul>
    • 9. Paper-based HRIS <ul><ul><li>Problem: </li></ul></ul><ul><ul><li>Reliable data about the health workforce is not available for MOH, MOPS and MOE to make informed training, management and policy decisions. </li></ul></ul>
    • 10. iHRIS Qualify and iHRIS Manage <ul><li>Activities: </li></ul><ul><li>iHRIS Qualify installed at the four health professional councils with LAN: </li></ul><ul><ul><li>Data entry completed at the four professional council </li></ul></ul><ul><ul><li>iHRIS Manage installed at MOH/HRM and two districts (Oyam and Lira) </li></ul></ul><ul><li>Interface between Councils and HRM being established at MOH/Resource Center </li></ul>
    • 11. Data quality measures <ul><li>Data entry centrally managed </li></ul><ul><li>Regular updates for timeliness </li></ul><ul><li>Data validation </li></ul><ul><li>Regular data quality spot checks </li></ul><ul><li>Standardization of codes for data sharing </li></ul><ul><li>Unique identifiers </li></ul><ul><li>Pull-down menus </li></ul>
    • 12. How can an HRH Information System answer Uganda’s policy questions?
    • 13. ESSENTIAL PRINCIPLES <ul><li>Understanding data and meaning… </li></ul>Everybody gets so much information all day long that they lose their common sense. Gertrude Stein (1874 - 1946)
    • 14. Annual out put of enrolled and registered nurses between 1995 - 2005
    • 15. How many student nurses entered training, took the final exam, passed the final exam and registered 1970-2004? N=21,888
    • 16. What percent of student nurses passed the final exam and registered by school district 1970-present?
    • 17. Number of Nursing Enrollments and Registrations since 1970 Relative to Total Clinical AIDS Cases as % of District Population and Location of Health Facilities
    • 18. Allied Health Professional Council: Number of registered health professionals by cadre between (1998-2008) N=7,659
    • 19. Pharmacy Council: Number of registered pharmacists between 1998 - 2008 by year N=192. Total Registered 1971 – 2008 N = 322
    • 20. HRM: How many clinical and non-clinical workers are employed at the central MOH and RRH? N= 7,478
    • 21. HRM: How many Central MoH and RRH Staff retired between 1998 and 2008? N= 299
    • 22. Successes <ul><li>Established functional stakeholder leadership group </li></ul><ul><li>Piloting using Uganda Nurses & Midwives data for recruitment </li></ul><ul><li>Unique licensure number </li></ul><ul><li>HRH biannual report </li></ul>
    • 23. Swaziland <ul><li>Overview: </li></ul><ul><ul><li>Established the Ministry of Health and Social Welfare database containing all HRH data for public, NGO and private sector. </li></ul></ul><ul><ul><li>The MOHSW database is linked to the main Public Service establishment staff for monthly updates </li></ul></ul><ul><li>Main outcomes: </li></ul><ul><ul><li>Developed HRH strategic plan </li></ul></ul><ul><ul><li>Used for national HR planning </li></ul></ul>
    • 24. Types of reports DDDM Swaziland <ul><li>Categorization of staff by retirement age </li></ul><ul><li>Vacancy report by cadre </li></ul><ul><li>Vacancy report by recruitment progress </li></ul><ul><li>Proportion of vacant posts that have been vacant for more than 1 year </li></ul><ul><li>Number of funded posts at each facility </li></ul><ul><li>Monthly staffing inventory by responsibility center </li></ul>
    • 25. Benefits : “I use the system everyday for managing nurses” CNO Swaziland <ul><li>Closing the feed-back loop </li></ul><ul><li>Managing vacancies </li></ul><ul><li>Planning and performance management </li></ul><ul><li>Automating HR Processes </li></ul>
    • 26. Main Challenges <ul><li>Different ministries have redundant databases and different coding systems </li></ul><ul><li>Different unique identifiers/duplicate identifiers </li></ul><ul><li>Data ownership </li></ul><ul><li>Duplicate records and missing data (age) </li></ul><ul><li>Number of trainings counted versus number of individuals </li></ul><ul><li>Turnover of staff trained to use the system </li></ul><ul><li>Data entry errors </li></ul><ul><li>Back-up systems </li></ul>
    • 27. Conclusions <ul><li>HRIS solutions should be designed to meet country-specific needs </li></ul><ul><li>Progress at a gradual pace will allow for gradual adaptation, without overwheming the current system </li></ul><ul><li>HRIS stakeholder involvement is essential in encouraging information exchange and improving the overall utility of the HRIS </li></ul><ul><li>Training is critical in ensuring that the HRIS adds value and remains sustainable </li></ul>
    • 28. <ul><li>Thank You! </li></ul><ul><li>www.capacityproject.org/hris </li></ul>

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