Human Resources Information Systems (HRIS):  Using Data to Make Informed Decisions in ECSA Region Pamela A. McQuide, R.N.,...
Presentation Objectives <ul><li>Identify the need for accurate and timely human resource information systems for use in de...
Need for Human Resources for Health (HRH) Data <ul><li>HR challenges in the developing world:   </li></ul><ul><li>The  dem...
Good HRH Data is Needed for… <ul><li>Education and Training  – to make sound decisions about education and training, quant...
Systems Strengthening Approach <ul><li>Stakeholder Leadership Group </li></ul><ul><li>Infrastructure Strengthening </li></...
Participatory Approach <ul><li>Generate ownership </li></ul><ul><li>Build capacity </li></ul><ul><li>Empowerment </li></ul...
Where are we working?
Case Study Uganda <ul><li>Developing an integrated data system for decision making, beginning with the Nursing Council </l...
Paper-based HRIS <ul><ul><li>Problem:  </li></ul></ul><ul><ul><li>Reliable data about the health workforce is not availabl...
iHRIS Qualify and iHRIS Manage <ul><li>Activities: </li></ul><ul><li>iHRIS Qualify installed at the four health profession...
Data quality measures <ul><li>Data entry centrally managed </li></ul><ul><li>Regular updates for timeliness  </li></ul><ul...
How can an HRH Information System answer Uganda’s policy questions?
ESSENTIAL PRINCIPLES <ul><li>Understanding data and meaning… </li></ul>Everybody gets so much information all day long tha...
Annual out put of enrolled and registered nurses between 1995 - 2005
How many student nurses entered training, took the final exam, passed the final exam and registered 1970-2004? N=21,888
What percent of student nurses passed the final exam and registered by school district 1970-present?
Number of Nursing Enrollments and Registrations since 1970 Relative to Total Clinical AIDS Cases as % of District Populati...
Allied Health Professional Council:  Number of registered health professionals by cadre between (1998-2008) N=7,659
Pharmacy Council:  Number of registered pharmacists between 1998 - 2008 by year N=192. Total Registered 1971 – 2008 N = 322
HRM:  How many clinical and non-clinical workers are employed at the central MOH and RRH? N= 7,478
HRM:  How many Central MoH and RRH Staff retired between 1998 and 2008? N= 299
Successes <ul><li>Established functional stakeholder leadership group </li></ul><ul><li>Piloting using Uganda Nurses & Mid...
Swaziland <ul><li>Overview: </li></ul><ul><ul><li>Established the Ministry of Health and Social Welfare database containin...
Types of reports DDDM Swaziland <ul><li>Categorization of staff by retirement age </li></ul><ul><li>Vacancy report by cadr...
Benefits : “I use the system everyday for managing nurses”  CNO Swaziland <ul><li>Closing the feed-back loop </li></ul><ul...
Main Challenges <ul><li>Different ministries have redundant databases and different coding systems </li></ul><ul><li>Diffe...
Conclusions <ul><li>HRIS solutions should be designed to meet country-specific needs </li></ul><ul><li>Progress at a gradu...
<ul><li>Thank You! </li></ul><ul><li>www.capacityproject.org/hris </li></ul>
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Measure Plenary Hris Jan 2009 Ds

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  • Measure Plenary Hris Jan 2009 Ds

    1. 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. 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. 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. 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. 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. 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. 7. Where are we working?
    8. 8. Case Study Uganda <ul><li>Developing an integrated data system for decision making, beginning with the Nursing Council </li></ul>
    9. 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. 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. 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. 12. How can an HRH Information System answer Uganda’s policy questions?
    13. 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. 14. Annual out put of enrolled and registered nurses between 1995 - 2005
    15. 15. How many student nurses entered training, took the final exam, passed the final exam and registered 1970-2004? N=21,888
    16. 16. What percent of student nurses passed the final exam and registered by school district 1970-present?
    17. 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. 18. Allied Health Professional Council: Number of registered health professionals by cadre between (1998-2008) N=7,659
    19. 19. Pharmacy Council: Number of registered pharmacists between 1998 - 2008 by year N=192. Total Registered 1971 – 2008 N = 322
    20. 20. HRM: How many clinical and non-clinical workers are employed at the central MOH and RRH? N= 7,478
    21. 21. HRM: How many Central MoH and RRH Staff retired between 1998 and 2008? N= 299
    22. 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. 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. 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. 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. 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. 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. 28. <ul><li>Thank You! </li></ul><ul><li>www.capacityproject.org/hris </li></ul>

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