The IntraHealth website has published a Voice about the impact of our HRIS strengthening work in Uganda and Swaziland:
Similarly, without accurate human resources information in the health care world, managers cannot determine where health workers are needed most, and many people can’t access the services and treatment they need. Through its USAID-funded Capacity Project, IntraHealth International is supporting countries to strengthen their human resources information systems (HRIS) and learn how to use data effectively so that human resources for health are better managed and supported.
Read the full story.
The HRIS team in Uganda had a very successful two weeks upgrading iHRIS Qualify and Manage to the recently released version 3.1. iHRIS Qualify was upgraded at the four professional councils, and data entrants were trained in how to use the new features. iHRIS Manage 3.1 was installed for the central Ministry of Health. Data migration to version 3.1 was a success, with no notable data loss reported.
Routine reports identified as necessary for iHRIS Manage were developed using the customized report builder, which is new in version 3.1. In total, more than 12 reports were implemented. The in-country team were trained in how to use the report builder to meet future requests for customized reports. In addition, the team set up off-site daily and monthly backups for the iHRIS systems at the Ministry of Health and the Uganda Nurses and Midwives Council.
The Namibia Ministry of Health and Social Services (MoHSS) has made great strides in adopting the Human Resources Information Management System (HRIMS). As of August 2008 there are a number of reports already available for easy access, including:
o Staff member personal and appointment details;
o Alphabetic list of appointed personnel;
o Personnel within a specific age group;
o Personnel to receive bonuses;
o Occupational groups, job categories and post level ranks;
o Summary of post status;
o Job type and salary level/notch representation;
o region/duty station post and appointment totals;
o Job type representation in O/M/A;
o Male/female totals and ratios;
o Age groupings and length in service matrix;
o Workforce profile (contains job types);
o Workforce profile (contains job categories)
Previously, in the paper-based human resources management process, reports of this nature required days, weeks, or months to compile. Now this data are available immediately at any time via any computer with connection to the HRIMS.
For now these reports include only core personal and appointment information captured to date. The capture percentage is higher than 85% of public service health workers and work continues to complete the core details. These reports greatly assist in checking the accuracy and completeness of entered data as the team works to cleanse the system data.
What is happening with HRIS Strengthening? Get news about our ongoing work in the field, find out when new features and releases of the software are available, learn more about human resource information systems, and join the conversation. Your comments and questions are welcome.