Dr r k pal hrh presentation 3.2.12


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Dr r k pal hrh presentation 3.2.12

  1. 1. Dr R K Pal Program Director People for Health Project, Swasti
  2. 2. <ul><li>Single source of Complete, accurate and timely HR data </li></ul><ul><li>Data essential to identify – </li></ul><ul><ul><li>No. & locations of vacancies for different posts </li></ul></ul><ul><ul><ul><li>case load </li></ul></ul></ul><ul><ul><ul><li>location of facility </li></ul></ul></ul><ul><ul><ul><li>availability of other health care facilities at reasonable distance & affordable cost. </li></ul></ul></ul><ul><li>Present distribution of available manpower </li></ul><ul><li>What is the logical distribution </li></ul>
  3. 3. <ul><li>To Know & Act according: </li></ul><ul><ul><li>Who needs, which training & who is being trained. </li></ul></ul><ul><ul><li>Where the trained persons are being posted. </li></ul></ul><ul><ul><li>Are employees of same title & speciality being posted for difficult area postings in rotation for same duration. </li></ul></ul><ul><ul><li>Succession Planning- </li></ul></ul><ul><ul><ul><li>When is a batch of employees retiring/ getting promoted. Are there employees available and groomed to replace. </li></ul></ul></ul>
  4. 4. <ul><li>To Know : In which titles and specialties </li></ul><ul><li>Manpower demand is growing faster or slower than supply . </li></ul><ul><li>The manpower is needed but there is low or no supply of trained manpower such as – Health facility architects, software experts with experience of HMIS, HR experts to support HR cell. </li></ul><ul><li>Who deserve promotion, incentives & better posting & who are getting it. </li></ul><ul><li>Who have a trend of financial & performance irregularities & hence unfit for important posts. </li></ul>
  5. 5. <ul><li>Better posting assured after hardship area: in Himachal. </li></ul><ul><li>Difficult area allowance in cash : In Orissa- Koraput, Balangir & Kalahandi, </li></ul><ul><li>In Haryana- Mewat. Indian Army. </li></ul><ul><li>Preference in Post Graduate courses. </li></ul><ul><li>Karnataka Govt. : </li></ul><ul><ul><li>– Karnataka Civil Services Act 2011, for regulating transfers of Medical Officers & other staff. </li></ul></ul><ul><ul><li>-KPME Act- Karnataka Private Medical Establishment Act- for registration & monitoring of Private Medical Facilities. </li></ul></ul>
  6. 6. <ul><li>Development of HRIS (Human Resource Information System) in Bihar & Jharkhand </li></ul><ul><ul><li>Statewide system in Bihar and started in one district in Jharkhand. </li></ul></ul><ul><li>Key Results achieved in Jharkhand : </li></ul><ul><ul><li>Health workforce directory for Ranchi district now available; including by position title, education level and facility </li></ul></ul><ul><ul><li>Staff capacity built at state level and in the pilot district </li></ul></ul><ul><ul><li>Basic HRIS reports available for analysis and use </li></ul></ul>
  7. 7. <ul><li>Key Results achieved in Bihar : </li></ul><ul><ul><li>Workforce Directory created for 9 divisions, 38 districts and 533 PHCs </li></ul></ul><ul><ul><li>Directory includes over 21,000 staff, with job title, facility location, hire date, specialty, and other characteristics </li></ul></ul><ul><ul><li>List of contractual staff & contract planning report </li></ul></ul><ul><ul><li>List of regular staff & retirement planning report </li></ul></ul>
  8. 8. <ul><li>Conducted stakeholder consultation and system requirement study </li></ul><ul><li>Identified priority HR issues to guide the HRIS strengthening efforts </li></ul><ul><li>Built capacity of appropriate staff on data quality, entry and software customization </li></ul><ul><li>Checked data quality, including verifying against other records as possible </li></ul>
  9. 9. <ul><li>Key HR data like position title need to be standardized. </li></ul><ul><li>Standard directories of position titles and health facilities are needed </li></ul><ul><li>Start simple, and expand the HRIS over time </li></ul><ul><li>Tackle sensitive issues once system is more established </li></ul><ul><li>Staff need capacity building in operating the HRIS and using data for decision making </li></ul><ul><li>Data can highlight problems and help inform solutions </li></ul>
  10. 10. <ul><li>Some staff did not give complete information also because they do not remember it </li></ul><ul><li>Training and motivating staff to prioritize the HRIS and collect the needed data </li></ul><ul><li>Establishing a regular mechanism for data updating, review and use </li></ul><ul><li>The data not useful for better implementation & monitoring will not be used & the system not producing data required will not succeed. </li></ul><ul><li>The HRIS needs to fit in & integrate with other systems to become part of bigger system . –HMIS & better management of Public Health Facilities </li></ul>
  11. 11. <ul><li>Establish an HRIS leadership group to guide continued HRIS capacity building, scale up, and use </li></ul><ul><li>Strengthen the state HR unit in order to effectively manage and operate the new HRIS and conduct other HRH functions </li></ul><ul><li>Promote the use of data for improved HR planning, development and management </li></ul>
  12. 12. <ul><li>How to develop effective HR Information & Management system. </li></ul><ul><li>How to develop & implement logical & transparent transfer, posting & promotion policy. </li></ul><ul><li>How to retain manpower in difficult areas. </li></ul><ul><li>Please share with us real life stories of your success & challenges & we will do the same to learn & grow together. </li></ul><ul><li>Our address is : [email_address] </li></ul>