scholarly journals Getting Human Resource Information Systems Right: A Case Presentation of Uganda

2022 ◽  
Author(s):  
Meghan Arakelian ◽  
Andrew N Brown ◽  
Alexandra Collins ◽  
Leah Gatt ◽  
Sara Hyde ◽  
...  
Keyword(s):  
Information Systems ◽  
Human Resources ◽  
Performance Management ◽  
Health Workforce ◽  
Human Resources For Health ◽  
Global Strategy ◽  
Management Policy ◽  
District Health ◽  
Deep Dive ◽  
Case Presentation

Abstract BackgroundHuman resources information systems (HRIS) are a key tool for collecting and analyzing health workforce data at the country level and the specific focus of milestones 4.1 and 4.2 of the Global Strategy on Human Resources for Health (HRH). Yet documentation on the capabilities of HRIS in low- and middle-income countries (LMICs) is limited. Vital Wave, with IntraHealth International and Cooper/Smith, conducted a targeted scan of the HRIS landscape in 20 countries and “deep-dive” assessments in Burkina Faso, Mozambique, and Uganda. Here we present the case of Uganda’s workforce information ecosystem. Case PresentationSince 2006, Uganda has seen investment in HRIS from different donors, overseen by the Ministry of Health (MOH) and accompanied by the rollout of IntraHealth’s open-source iHRIS software. Despite this history of investment, mapping of the country’s multiple information systems revealed uneven adoption and engagement nationally and sub-nationally, with high levels of data fragmentation due to lack of interoperability and data-sharing practices. We also mapped the administrative processes and data flows for three priority use cases: recruitment and deployment, salary payments, and performance management. What emerges is a complex, decentralized information ecosystem driven by years of donor investment, but one that still sees uneven ownership and data use across the health system. Challenges include:· Limited interoperability between systems, specifically payroll, iHRIS, and the district health information system (DHIS2)· Complex HRH planning and management policy context, with variable implementation of numerous policies and no single reference to guide investments and implementation· Limited visibility into the private and community health workforce. ConclusionsUganda’s progress in developing its HRH information ecosystem underscores the importance of continuously aligning system capabilities, incentives, and motivations to an ever-evolving country context. However, as evidenced in Uganda and our broader assessment findings, robustness of the information ecosystem itself is insufficient to making substantive strides toward the Global Strategy’s milestones 4.1 and 4.2—governance oversight and ownership are critical to success. With a better understanding of what good looks like in terms of HRIS functionality in LMICs and ensuring interventions are addressing the causal issues, there can be many pathways to making systems work.

scholarly journals Building institutional capacity for a future health workforce. The WHO Global HRH Strategy

2019 ◽  
Vol 29 (Supplement_4) ◽  
Author(s):  
G Jacob
Keyword(s):  
Human Resources ◽  
Labour Market ◽  
Health Workforce ◽  
Human Resources For Health ◽  
Health Planning ◽  
Global Strategy ◽  
World Health ◽  
Market Framework ◽  
Framework Approach ◽  
Sustainable Health

Abstract Background There is a growing recognition that the main population health challenges of sustaining universal healthcare coverage (UHC), and responding to the growing non-communicable diseases (NCDs) burden in all countries of the WHO European Region requires that each Member State has an effective, responsive and adaptive approach to human resources for health (HRH). However, there is a worldwide shortage of health workers and the situation is becoming more challenging globally and regionally. This presentation introduces the WHO Framework for Action, which builds on the Global Strategy on Human Resources for Health: Workforce 2030. The aim is to provide guidance to health policymakers, planners, analysts and others with a responsibility for health workforce issues. Methods The WHO Global Strategy was adopted in 2018 by the 69th World Health Assembly. It has identified four strategic objectives, which have been adapted to the regional context as follows: to transform education and performance, to align planning and investment, to build capacity, and to improve analysis and monitoring. Results The WHO Regional Office for Europe is working with Member States across the Region and supporting efforts to achieve sustainable health workforces. This includes promoting the use of the Labour Market Framework approach and maximising the utility of the National Health Workforce Accounts for national use and as a contributor to sustainable human resources for health planning. Conclusions Having a sustainable health workforce in place with the right skills and competencies is critical to making progress towards achieving UHC. Effective implementation of a labour market framework approach, including multisectoral workforce governance, can support effective, responsive and adaptive approaches to human resources for health.

scholarly journals Intersectionality of gender in recruitment and retention of the health workforce in Africa: a rapid review

2021 ◽  
pp. 698-706
Author(s):  
Chigozie Uneke ◽  
Bilikis Uneke
Keyword(s):  
Human Resources ◽  
Health Workforce ◽  
Health Workers ◽  
Human Resources For Health ◽  
Rapid Review ◽  
Cultural Norms ◽  
Power Relationship ◽  
Recruitment And Retention ◽  
Management Positions ◽  
Pubmed Search

Background: Despite the importance of gender and intersectionality in policy-making for human resources for health, these issues have not been given adequate consideration in health workforce recruitment and retention in Africa. Aims: The objective of this review was to show how gender intersects with other sociocultural determinants of health to create different experiences of marginalization and/or privilege in the recruitment and retention of human resources for health in Africa. Methods: This was rapid review of studies that investigated the intersectionality of gender in relation to recruitment and retention of health workers in Africa. A PubMed search was undertaken in April 2020 to identify eligible studies. Search terms used included: gender, employment, health workers, health workforce, recruitment and retention. Criteria for inclusion of studies were: primary research; related to the role of gender and intersectionality in recruitment and retention of the health workforce; conducted in Africa; quantitative or qualitative study design; and published in English. Results: Of 193 publications found, nine fulfilled the study inclusion criteria and were selected. Feminization of the nursing and midwifery profession results in difficulties in recruiting and deploying female health workers. Male domination of management positions was reported. Gender power relationship in the recruitment and retention of the health workforce is shaped by marriage and cultural norms. Occupational segregation, sexual harassment and discrimination against female health workers were reported. Conclusion: This review highlights the importance of considering gender analysis in the development of policies and programmes for human resources for health in Africa.

scholarly journals Human Resources for Health challenges during health emergencies—low number of workers in El Salvador

2019 ◽  
Vol 29 (Supplement_4) ◽  
Author(s):  
MP Amaya Amaya
Keyword(s):  
Human Resources ◽  
El Salvador ◽  
Emergency Response ◽  
Health Workforce ◽  
Healthcare Workers ◽  
Human Resources For Health ◽  
Ministry Of Health ◽  
Healthcare Workforce ◽  
The Government ◽  
Work Done

Abstract El Salvador is one of the 57 countries considered to be in Human Resources for Health (HRH) crisis according to the World Health Organization (WHO). El Salvador’s healthcare worker density is 1.95 health professionals per 1,000 population, with even lower numbers in certain departments of the country. There have been improvements in the distribution of healthcare workers since 2010; however, on average it has remained “in crisis” based on the 2006 World Report definition. The increase in vector borne diseases in the region, has resulted in an overwhelmed vector control system and public health sector in many Central American countries. This study aims to analyze whether the healthcare workers identify the numbers of HRH as a factor that affects the health system response during health emergencies. Through an extensive review of scientific literature, country reports, 16 meetings and 34 in depth semi-structured interviews with key stakeholders; this paper explores the challenges healthcare workers faced and how they were influenced by the numbers of available HRH during recent arboviral epidemics in El Salvador, using the recent Zika epidemic as a point of comparison. The study findings suggest that some of the barriers that the health workforce identified during health emergencies include factors related to the low availability of HRH such as feelings of tiredness, being overwhelmed, as well as a need to rely on doctors in their social year in some areas of the country. Despite this, they also recognize that the recent intersectoral work done by the government and the Ministry of Health, has helped to overcome the obstacles of a low healthcare workforce by involving other sectors of society into the emergency response. Therefore, there is not a clear consensus on how the low number of HRH affect the health emergency response. Key messages The study findings suggest that some of the barriers that the health workforce identified during health emergencies include factors related to the low availability of HRH. They also recognize that the recent intersectoral work done by the government and the Ministry of Health, has helped to overcome the obstacles of a low healthcare workforce.

scholarly journals The Impact of Management Information System on the Employees Performance Management in Sultanate of Oman Telecommunication Companies

2019 ◽  
Vol 9 (3) ◽  
Author(s):  
Said Bin Sulaiman Alhosni ◽  
Salman Mohammed Abu Lehyeh
Keyword(s):  
Information Systems ◽  
Human Resources ◽  
Performance Management ◽  
Employee Performance ◽  
Management Information Systems ◽  
Sultanate Of Oman ◽  
Management Information ◽  
Material Resources ◽  
The Impact ◽  
Telecommunications Companies

The aim of this study is to analysis the impact of MIS on its dimensions in performance management In the Sultanate of Oman. The researcher tested the hypothesis of the study using multiple regression analysis, descriptive statistics, and Several conclusions found in the study; namely: There is an impact of management information systems on managing the performance of employees as a whole in telecommunications companies in the Sultanate of Oman. There is an impact of MIS on the performance management (performance planning) on the telecommunications companies in the Sultanate of Oman. While the results indicated that the software components and networks of management information systems do not affect the employee's performance management concerning performance planning.There is an impact of information management systems (human resources, software, networks) on the employees’ performance management represented the performance audit, and follow-up in the telecommunications companies in the Sultanate of Oman. While the results indicated that the material resources, and the MIS database did not affect the employees’ performance management represented by performance review, and follow-up.There is an impact of MIS (Human Resources, material resources, Software, Database) on the performance management of performance appraisal of telecom companies. While the results indicated that the networking component of MIS did not affect the employees’ performance management represented by performance appraisal.There is an impact of MIS on employee performance management of feedback in the telecoms companies. While the results indicated that the IT component of MIS did not affect the employees’ performance management represented by feedback.

Current situation of human resource for health and the outcomes of healthcare workforce policies on the healthcare indicators among ethnic minorities

2020 ◽  
Vol 04 (02) ◽  
pp. 115-122
Author(s):  
Thi My Bui ◽  
Huyen Chu ◽  
Quynh Pham
Keyword(s):  
Human Resources ◽  
Policy Implementation ◽  
Ethnic Minorities ◽  
Health Workforce ◽  
Human Resources For Health ◽  
Minority Group ◽  
Health Indicators ◽  
Healthcare Services ◽  
Services Utilization ◽  
Healthcare Workforce

A descriptive study was employed by using desk-studyapproach, focused on the reports and policies of the human resources for health in Vietnam, especially for the ethnic minority group. This study aimed to describe the status of the healthcare workforce in Vietnam and some outcomes of implementating the health workforce policies on the healthcare indicators among the ethnic minority group. The results of this study based on the data of health indicators for the period of 2013-2018. The main findings showed that the quantity and quality of the health workforce had increased gradually and also the health status and healthcare services utilization in the ethnic people had improved. However, the health workforce still had an imbalance in both quantitative and qualitative dimensions. While comparing to the general population, the inequity in healthcare services utilization and health indicators of ethnic minorities group still remained. Therefore, the Government and Ministry of Health need to review and develop the specific policies of the healthcare workforce to attract and maintain the health workers in the remote areas for ethnic minorities group. At the local health level, it is necessary to take the initiative in advising on develop the policies of the healthcare workforce; Strengthen the collaboration with all the stakeholders in the policy implementation; Monitoring and evaluation of the policy implementation to suggest the appropriate recommendations and solutions in the upcoming period. Keywords: Health workforce, human resources for health, ethnic minorities, health policy, health care, healthcare service utilization,…

scholarly journals Information systems on human resources for health: a global review

2012 ◽  
Vol 10 (1) ◽  
Author(s):  
Patricia L Riley ◽  
Alexandra Zuber ◽  
Stephen M Vindigni ◽  
Neeru Gupta ◽  
Andre R Verani ◽  
...  
Keyword(s):  
Information Systems ◽  
Human Resources ◽  
Human Resources For Health

scholarly journals Community health workers at the dawn of a new era: 2. Planning, coordination, and partnerships

2021 ◽  
Vol 19 (S3) ◽  
Author(s):  
Muhammad Mahmood Afzal ◽  
George W. Pariyo ◽  
Zohra S. Lassi ◽  
Henry B. Perry
Keyword(s):  
Global Health ◽  
Human Resources ◽  
Community Health ◽  
Community Health Workers ◽  
Health Systems ◽  
Health Workforce ◽  
Health Workers ◽  
Human Resources For Health ◽  
Critical Role ◽  
New Era

Abstract Background Community health workers (CHWs) play a critical role in grassroots healthcare and are essential for achieving the health-related Sustainable Development Goals. While there is a critical shortage of essential health workers in low- and middle-income countries, WHO and international partners have reached a consensus on the need to expand and strengthen CHW programmes as a key element in achieving Universal Health Coverage (UHC). The COVID-19 pandemic has further revealed that emerging health challenges require quick local responses such as those utilizing CHWs. This is the second paper of our 11-paper supplement, “Community health workers at the dawn of a new era”. Our objective here is to highlight questions, challenges, and strategies for stakeholders to consider while planning the introduction, expansion, or strengthening of a large-scale CHW programme and the complex array of coordination and partnerships that need to be considered. Methods The authors draw on the outcomes of discussions during key consultations with various government leaders and experts from across policy, implementation, research, and development organizations in which the authors have engaged in the past decade. These include global consultations on CHWs and global forums on human resources for health (HRH) conferences between 2010 and 2014 (Montreux, Bangkok, Recife, Washington DC). They also build on the authors’ direct involvement with the Global Health Workforce Alliance. Results Weak health systems, poor planning, lack of coordination, and failed partnerships have produced lacklustre CHW programmes in countries. This paper highlights the three issues that are generally agreed as being critical to the long-term effectiveness of national CHW programmes—planning, coordination, and partnerships. Mechanisms are available in many countries such as the UHC2030 (formerly International Health Partnership), country coordinating mechanisms (CCMs), and those focusing on the health workforce such as the national Human Resources for Health Observatory and the Country Coordination and Facilitation (CCF) initiatives introduced by the Global Health Workforce Alliance. Conclusion It is imperative to integrate CHW initiatives into formal health systems. Multidimensional interventions and multisectoral partnerships are required to holistically address the challenges at national and local levels, thereby ensuring synergy among the actions of partners and stakeholders. In order to establish robust and institutionalized processes, coordination is required to provide a workable platform and conducive environment, engaging all partners and stakeholders to yield tangible results.

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