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Human Resources and Workforce Capacity Building
This document discusses building human resources capacity for health information systems (HIS). It notes that a competent workforce is needed to support HIS according to WHO standards. It proposes drafting competency standards for the workers required to sustain HIS from data collection through use. Producing curricula to develop these competencies is also proposed. The document highlights scoping the issue as important, including mapping current skill levels. Key roles and competencies required at different levels and for different health system domains should be identified to develop training and curricula. Building sustainable human resources is critical for effective HIS.
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Human Resources and Workforce Capacity Building
- 1. HR for RHIS Angela Self IntraHealth International, Inc. 4th International RHINO Workshop 8 – 12 March 2010
- 2. • Dykki Settle,Director • Luke Duncan, Lead Developer • Carl Leitner, Developer • Angela Self, HRIS Advisor • Carol Bales, HRIS Usability & Communications Specialist • Growing team of in-country Advisors and Developers
- 3. Systems Strengthening Approach Data Use for Policy and Mgmt Stakeholder Software Capacity and Leadership Solutions Sustainability Assessing and Integrating Existing Systems
- 4. Six Building Blocksof Health Systems Strengthening Source: ‘Everybody’s Business: Strengthening Health Systems to improve Health Outcomes, WHO, 2007
- 5. The Big Picture… Professional Councils Ministry of Health For FBO NGO Training Institutions (plus other relevant Ministries: Education, Profit Assoc Assoc Public Service, etc) Assoc Public Health Service HMIS HRIS HRIS HRIS Workforce HRIS FBO NGO FP HRIS Local Government FBO NGO FP FBO NGO FP Facilities & Service Providers
- 6. National/Local, Public/Private National Private Sector Professional Councils For FBO NGO Ministry of Health Training Institutions Profit Assoc Assoc Assoc Public Service Comp. HMIS HRIS HRIS HRIS HRIS HRIS FBO … Local Government FBO NGO FP FBO NGO FP Facilities & Service Providers Local
- 7. Local Needs aredifferent • More emphasis on management than planning – Leave Management – Performance Management – Scheduling • Day-to-day use of data increases value and quality
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- 11. ST1 iHRIS Manage
- 12. Slide 11 ST1 Will replace this screen shot with graphical report as soon as it's available. Shannon Turlington, 4/12/2007
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- 15. Results: Data isnow being used to • Inform and cost HRH Strategic Plans • Maintain up-to-date professional registries • Find and eliminate ghost workers • Address recruitment bottlenecks • Support improved service delivery
- 16. Lessons Learned • Ifdata isn’t used, it doesn’t matter how good the system or software • We can’t do systems strengthening from DC, or even a country’s capitol. Capacity must be built at all levels. • We can’t do all the programming or meet all the needs. • HRIS isn’t in a vacuum; all of the above applies to all health information systems. Success will only come through alignment and interoperability with other HIS strengthening efforts. So what can be done?
- 17. CapacityPlus Year One… •Enterprise Architecture – Collaborative development of elegant requirements • Decentralizing iHRIS design, development, support • Developing a sustainable and effective health information workforce • Update tools: Website first • How much does HRIS Strengthening cost? • Counting the 140,000 – PEPFAR special project
- 18. HR for RHIS Human Resources for HIS Knowledge Human Infra- Management and Financial Resources structure and Planning Information Resources for Health Resources Resources Human Resources for HIS Supply Environ- Facility- Community Diagnostic Chain mental based -based Services Services Services Services
- 19. Significant alignment onkey eHealth challenges Capacity stood out as most critical challenge among all constituencies Survey question: "Please rank the top three challenges facing the widespread adoption and use of eHealth in the Global South" "Lack of human capital HR/Capacity 17 22 68 to maintain/support, particularly in Awareness 31 3 48 developing countries" Fragmentation 11 19 45 "Resistance to change because of shortage of Funding 15 14 42 health professionals. eHealth adds work on Poor Infrastructure 19 9 41 the ground." Policy (prohibitive/lack of) 15 16 39 "Non-health sector constraints – legal, Mentality 11 5 23 physical infrastructure, Lack of education, etc." sustainable models 7 6 17 Third challenge "Different levels of Lack of standards 7 4 17 priorities (pure Second challenge healthcare delivery Connectivity 8 1 14 First challenge versus developing Appropriate product information systems)." development 5 5 14 Number of times cited
- 20. eHealth Domains Knowledge Management and Decision Support Health Workers Health Services Medicines & Facilities Others… Supplies Medical Records Telemedicine Lab & Diagnostics
- 21. A Framework foreHealth Capacity Knowledge Management and Decision Support Health Workers Health Services Medicines & Facilities Others… Supplies Medical Lab & Telemedicine Records Diagnostics eHealth Skills for Health Workers Health Information Technicians ICT Infrastructure eHealth Strategy and Policy Framework eHealth Stakeholder Leadership
- 22. Who’s a HealthWorker? • Health workers are all people whose main activities are aimed at enhancing health. – People who provide health services – Doctors, Nurses, Pharmacists, Lab Technicians, etc. – Management and support workers -- Financial Officers, Information Technicians, Cooks, Drivers, Cleaners, etc.
- 23. Building & SustainingHR for HIS • There exists a clear need for a competent workforce to support HIS • Based on the standards and requirements in the WHO/HMN Framework of Standards for Country HIS, we propose to: – Draft standards-driven competencies of workers needed to sustain information systems from the continuum of designing data need, data collection, data transportation, data analysis and data use to better sustain a system and ultimately a culture of better information-driven decisions and better health. – Produce and publish curricula to support the implementation of the defined competencies.
- 24. Building & SustainingHR for HIS • Are we are looking for competencies that need to be added to current skill sets? • Scoping the issue is very important. Has anything been done to map the level of skills? • The Ministries of Health often do not have the right combined skills sets. We therefore must identify: – Roles required – Competencies for these roles – Training to develop these competencies – Curricula for that training.
- 25. Group Work • Whatroles are required for HIS to work effectively? – Consider geography: central, district, facility-level – Consider maturity – Consider the different health system domains • What competencies are required for each role?
- 26. HR for RHIS Thankyou! Angela Self IntraHealth International, Inc. 4th International RHINO Workshop 8 – 12 March 2010