Human Resources Information System

The Capacity Project worked to strengthen HRIS in several low-resource countries to assist decision-makers and human resources managers in identifying and responding to critical gaps in HRH. The findings and recommendations in this report cover the Capacity Project’s implementation of HRIS in Swaziland, Rwanda and Uganda. [from summary]

This brief provides an overview of results from a qualitative evaluation study of the Capacity Project’s HRIS strengthening in Swaziland, Uganda and Rwanda. In addition, it draws on results from a regional workshop on data-driven decision-making in Tanzania hosted by the Capacity Project in collaboration with ECSA-HC and WHO. [from author]

Current estimates indicate that between 30% and 70% of health care services in Africa are operated by faith-based organizations. However, these resources are not effectively integrated into national health information systems. While most partners providing health care in sub-Saharan Africa agree that FBOs play an important role in providing health services, there are few comprehensive data about the scope and scale of their contribution. This document details a project to collect facility location and personnel information to support the mapping and database development processes.

This issue of Voices describes the Capacity Project’s work on the health management information system (HMIS) in Uganda including an assessment of the HMIS performance and support in setting standards for using it effectively.

Ethiopia does not have a sufficient health care workforce to meet the population’s demand for services and the burden of disease. The objective of this project was to assess the usefulness and feasibility of collecting key participant and training information for monitoring and planning of HIV/AIDS services. This paper describes a project that uses training data to follow up with providers after training to assess whether they are still working in HIV/AIDS-related services. [adapted from introduction]

This Toolkit provides a package of HRIS procedures and tools to HRH stakeholders, HR information system managers and software developers to facilitate applying the HRIS strengthening processes and iHRIS software developed by the Capacity Project. The Toolkit collects briefs, forms, case studies, resources and other materials to assist with all five steps of the HRIS strengthening process: introduction, building HRIS leadership, assessing and improving existing systems, developing software solutions, using data to make decisions, and ensuring sustainability. [from author]

Clinical research activities have suggested that the current records of physicians registered to practice in Jamaica may not be accurate. Our objective was to determine whether the Medical Council of Jamaica (MCJ) accurately records and reports the identities, number and specialty designation of physicians in Jamaica. An additional aim was to determine the countries in which these physicians were trained. [from abstract]

The Capacity Project has been helping to strengthen human resources information systems (HRIS) in several African countries, and many of the systems are now able to produce useful reports about the health workforce. [from author]

To help build the health workforce in Uganda, the Capacity Project is assisting the Ministry of Health to strengthen its human resources management and ability to gather and use accurate data for strategic planning. Drawing on key policy questions developed by the Health Workforce Advisory Board, the Capacity Project installed a certification and licensing information system at the four health professional councils and a human resources management system at the Ministry of Health.

Well-functioning health information systems are required to ensure the production, analysis, dissemination and use of reliable and timely essential human resources for health (HRH) information needed for workforce planning, management and evaluation. This project aims to produce a set of indicators and domains with definitions and associated fact-sheets to establish a minimum data set to record, share, analyse and apply HRH data.

This brief will discuss the concepts of data quality and provide examples of the importance of data management specific to the field of HRH, illustrated by the Capacity Project’s experience with HRIS strengthening in developing countries. [from introduction]

In order to gain an understanding of the total health workforce in Swaziland, The Capacity Project worked with senior leaders of the Ministry of Health and Social Welfare to develop a program to strengthen the country’s human resources information systems. [from author]

This brief describes the Capacity Project’s work with health workforce planning using HRIS in Rwanda.

The Capacity Project is developing three free and Open Source core software solutions, each addressing a specific human resources for health (HRH) leadership issue: iHRIS Qualify- a training, certification and licensure tracking database; iHRIS Manage- a human resources management system; and iHRIS Plan- workforce planning and modeling software [publisher’s description]

The objective [of this report is] to describe the development, initial findings, and implications of a national nursing workforce database system in Kenya. [from abstract]

This presentation was given as part of the Christian Health Association’s Conference: CHAs at a Crossroad Towards Achieving Health Millennium Development Goals. It introduces geographic information systems (GIS), human resource information systems (HRIS) and the Christian Social Services Commission (CSSC). It outlines the progress made in creating the systems, the benefits and reasons to have GIS and HRIS and presents the preliminary results in terms of health infrastructure, human resources and programs and interventions.

This presentation was part of the ECSA Workforce Observatory Meeting in Arusha. It describes the Health Workforce Observatory’s purpose to “bring together stakeholders involved in HR for Health at country level to collect, collate, process, analyze and disseminate evidence based HR information for HR development and networking at country and sub regional levels for health improvement.” It outlines the strategies from a country level and international level including stakeholders and support.

This presentation was part of the ECSA Workforce Observatory Meeting in Arusha. It describes some HRIS software principles and options and provides an overview of the open source HRIS software developed by the Capacity Project.


To view this presentation, you must have either Microsoft PowerPoint or download the free PowerPoint Viewer.

HRH policy decision making requires good quality and adequate baseline census data and information on current availability, profiles, and distribution of HRH. Such data is crucial to compute indicators necessary to guide, accelerate, improve and target program and policy development at the national level. Regularly updating such data allows countries to determine whether HRH benchmarks are being achieved, and whether policies and programs designed at the country and sub-national level are indeed working. [author’s description]


This document was presented at the ECSA Workforce Observato

As part of the East, Central and Southern African College of Nursing’s 7th Scientific Conference, this presentation aimed to identify the need for health workforce data; describe the Capacity Project’s HRIS strengthening approach, software and ECSA country activities; and review examples of Nursing Council Uganda data. [adapted from author’s description]

This presentation was part of the ECSA Workforce Observatory Meeting in Arusha. It discusses the need for better HRH data in Swaziland, some solutions implemented to address the issue, and the next steps.


To view this presentation, you must have either Microsoft PowerPoint or download the free PowerPoint Viewer.

This presentation was part of the ECSA Workforce Observatory Meeting in Arusha. It discusses the activities being done in Ethiopia to develop its HRH Observatory to: establish a comprehensive and reliable HRH database improving the existing HIS; regularly define and update HRH status, needs and gaps of the whole health system (public, private, NGOs); and advocate for Technical Assistance for HRH for effective health service delivery. [adapted from author]

This presentation was part of the ECSA Workforce Observatory Meeting in Arusha. It discusses the HRH Observatory Network in the Americas and the 21 workstations that comprise the network that covers health information topics such as: demographics; training; employment and renumeration; professional regulation; and management. [adapted from author]

This presentation was part of the ECSA Workforce Observatory Meeting in Arusha. It argues that an established human resource information system is critical for proper human resource management. It discusses the process of implementing an HRIS system for nursing in Kenya and some of the lessons learned from this implementation.


To view this presentation, you must have either Microsoft PowerPoint or download the free PowerPoint Viewer.

This presentation was part of the ECSA Workforce Observatory Meeting in Arusha. It details the purpose behind creating the Kenya Nursing Workfoce Project - a human resource information system that provides a data and analysis system from which nursing workforce and training assessments can be developed. The presentation outlines the need for this system, some of the challenges faces, the implementation of the model, the accomplishements and some of the policy issues involved. [adapted from author]

This presentation was part of the ECSA Workforce Observatory Meeting in Arusha. It identifies the need for health workforce data, articulates ways to meet these needs successfully, and reviews an example of HRIS data in practice.


To view this presentation, you must have either Microsoft PowerPoint or download the free PowerPoint Viewer.

The human resources for health (HEH) strategy in the context of ongoing reforms, including HRH planning, development and management was one of the major components that was undertaken as part of the 2002 joint MoH/Partners review of the health sector as a follow up of the 2001 joint review. The main objective of the terms for the human resources review was to propose strategies and approaches for developing a new and implementable long term plan which should address current health sector and local government reform needs and requirements. [author’s description]

The objective of this paper is to enable health sector leaders and managers to make data-driven decisions for human resources planning, policy making and management through strengthening human resources information systems. [author’s description]

WHO, World Bank, and other human resources for health experts globally have recognized the dearth of human resource data for the health sector in many developing countries. In the present assessment, JHPIEGO reviewed the availability of staff deployment and training data from routine information systems in Malawi to inform the Ministry of Health and Population (MOHP) of deficiencies that would need to be addressed in order to better inform the development and ongoing monitoring of deployment and training policies and plans.
[publisher’s description]

A brief description of why strengthening human resources informations systems (HRIS) is important, what constitutes an HRIS, and what The Capacity Project has accomplished and learned in this area.