Information Systems

This presentation was part of the ECSA Workforce Observatory Meeting in Arusha. It describes the Africa Health Workforce Observatory as a cooperative initiative and partnership (public sector, NGO/ CSOs, academy, professional associations, international & subregional organizations, development partners) to improve human resources development through promoting and facilitating evidence-based policy-making. The presentation details the benefits and some of the functions of the Observatory such as: country monitoring and information; research and analysis; sharing and dissemination; promoting national and intercountry networking; and capacity building for HRH. [author's description]

This report provides an overview of the public health situation across the 46 Member States of the African Region of the World Health Organization. The report charts progress made to date in fighting disease and promoting health in the African Region. It reviews the success stories and looks at areas where more efforts are needed to improve people’s health. [author's description] Chapter 6 includes a discussion of the human resources for health crisis and approaches to filling the gap as well as health information systems.

In an effort to improve the health gain that might be achieved from allocated resources, a sector wide framework has been developed for planning, choosing priorities, and committing funds in accordance with agreed priorities. In order to support this effort, any proposed support to the health sector should be programmed through the planning and financial framework. This process should include an assessment of the medium to long term financial and programmatic implications of the proposal.
Human resources management has been characterised by very frequent changes in staff, at all levels. The MoH has taken measures to address this.

In Egypt there is increasingly strong political support for health sector reform including a widespread recognition that a working information system is necessary to undertake and monitor this reform. This paper assesses the role of USAID technical support to help build health management information systems in Egypt. The major objectives of the report are to: identify constraints to building the necessary information systems, identify and describe available resources, determine the most constructive role for the technical assistance element of the initiative, recommend a development strategy, and outline necessary resources.

To help build the health workforce, the Capacity Project assisted Uganda’s Ministry of Health to craft and implement a comprehensive agenda for human resources for health... Improved human resources information systems (HRIS) will help the Ministry to plan for recruitment, training and retention of health professionals. [from author]

With external assistance, developing countries in sub-Saharan Africa are beginning to establish better human resources information systems (HRIS) as part of a comprehensive and integrated response to some of the fundamental challenges posed by the health crisis. While this is a positive development, it is equally important to begin thinking about simple, practical approaches for supporting HR planners and senior decision-makers to be effective leaders and managers of HR data. [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.
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This manual is a collection of adaptable tools and guidelines designed to help clinic supervisors and clinic managers achieve objective improvements in the quality of health care. The manual is especially useful for managers supervising integrated health services, who, on any given day, may be called on to support the provision of a full range of primary health services. The manual is designed to complement more detailed standard operating procedures that may be in use for specific services, for example, antiretroviral therapy. It is based on the belief that regular, systematic supervision is essential to upgrading clinic services and maintaining improvements.

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.

A goal of the health management information system (HMIS) is to provide reliable, comprehensive information about the health system to health managers, to enable them take decisions that will improve the services provided to the consumers. This study assessed the utilisation of HMIS data for decision making at the grassroots level in Bufumbira East Health Sub-District (HSD) of Kisoro District. [from abstract]

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]

This presentation was part of the ECSA Workforce Observatory Meeting in Arusha. It discusses quality control issues in data entry for a human resource information system.
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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 Manual is designed to be a quick-and-easy, user-friendly reference for the development of health management information systems (HMIS), with the focus on applications. It serves as a primer on HMIS development and provides a general overview of the basic principles, as well as the fundamental steps and issues involved in the different activities to be undertaken. It aims simply to provide the basic elements on HMIS development for people who do not have the time or the need to read deeply on the subject. For those who wish to develop a more in-depth knowledge, the Manual can also serve as

This document focuses on the rationale, approaches and vision required for strengthening health information systems, the components and standards of a health information system, and the guiding principles for health information system development along with practical steps for implementation. [adapted from author]

The purpose of this work is to provide a set of guidelines by which health information systems can be refocused to improve the timeliness, quality, access and use of management information. The guidelines describe the activities and tasks that must be considered and addressed before work can begin in order to help avoid some of the more common pitfalls previously observed in health management information projects. [author's description]

This report was developed to outline broad strategy, create a common vision for developing a new core health information system, and describe specific technical development tasks in detail. The new information system must be designed from the top down based on information demand. This should focus development on clear data collection and processing priorities, eliminate collection of unused data, and produce an efficient and relevant system. Information demand is being generated and defined by developing and testing an Executive Information System (EIS), beginning with a very limited set of key indicators and drawing data from the existing HIS.

This document intends to provide a policy and strategic framework for management of health information, use of information in planning and management of health services and monitoring health sector performance. [from preface]

Public health decision-making is critically dependent on the timely availability of sound data. The role of health information systems is to generate, analyse and disseminate such data. In practice, health information systems rarely function systematically. This article discusses some of the historical problems inherent in these systems and describes the Health Metrics Network, a global collaboration intended to help bring solutions to the countries most in need. [adapted from abstract]

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.
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This presentation was part of the ECSA Workforce Observatory Meeting in Arusha. It discusses how to find data sources for information system development and gives qualitative feedback on these potential sources.
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This document, published by the Central Board of Health of Zambia, describes the implementation of the country’s health management information system (HMIS) during 1995 to 2003, and considers the system’s achievements and the challenges facing it. The new HMIS was a response to weaknesses of the previous system, which was highly fragmented but with centralised data management. The aim was to establish a self sustaining monitoring and evaluation system that would improve decision making at all levels of the health care system with timely, valid and appropriate information. [publisher's description]

Accurate, detailed and up-to-date manpower data is a prerequisite for human resource (HR) management. This Technical Brief describes how the Ministry of Health (MoH), with support from HLSP, conducted a human resource mapping exercise of all public health staff in Kenya, and discusses the implications of the findings. The aim is to demonstrate the many practical uses of human resource data – data which is not too complex to collect. [abstract]

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]

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.
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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]

This paper reports on research investigating the health management information system (HMIS) implementation process in Uganda, utilizing the diffusion of innovation and dynamic equilibrium organizational change models.

This framework paper is aimed at policy makers who are involved in the development or management of programmes in the health sector in developing countries. It provides a snapshot of the type of information and communication technology (ICT) interventions that are being used in the health sector, and the policy debates around ICTs and health...The paper describes the major constraints and challenges faced in using ICTs effectively in the health sector of developing countries. It draws out good practice for using ICTs in the health sector, identifies major players and stakeholders and highlights priority needs and issues of relevance to policy makers.

The aim of this interventional study was to assess, document and improve the Patient-held Record System in the Emtshezi Subdistrict. The study began in 1998 and was conducted using a Quality Assurance Cycle, which focuses on systems and processes and encourages a team approach to problem solving and quality improvement. [from abstract]

This presentation is from the VII Regional Meeting of the Observatories for Human Resources for Health. It discusses the current situation, 5 year objectives, activities for now, plans for future activities, a timeline, resources needed and success indicators for information system development in Belize.
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