Transcript Slide 1

THE HUMAN RESOURCE INFORMATION
SYSTEM: A RAPID APPRAISAL OF THE TOOL
IN HEALTH SYSTEM OF PAKISTAN
Dr. Ramesh Kumar
Health Services Academy
Government of Pakistan
PhD Student CPHS
Chulalongkorn University
Thailand
OUTLINE
 Background
 HRH
Data Need & Study Objectives.
 Methodology & Approach.
 Initial Results
 Areas of Concerns
 Next Steps.
BACKGROUND



Human resource is an important building block of
the health system
During the last decade, enormous investment has
gone into information systems to manage human
resources but lack of a clear vision, policy and
strategy, the results of these efforts have not
been very visible
No reliable information portal captures the actual
state of human resource in the health sector of
Pakistan
Human Resources for Health (HRH) Data Need
HR Challenges
Demand for health workers is increasing
• In response to national health issues
• Increase in population growth
 While the Supply not adequate
• Inappropriate distribution of health workers
in rural vs. urban areas
• Health workers are emigrating and
misplaced.

GOOD HRH DATA IS NEEDED FOR ……….




Education and Training - To make sound decision
about education and training, quantity and type
Registration –
To ensure qualified supply
Deployment –
To meet HR Needs by specialty.
Management – Distribution of personnel: tracking
movements
Planning – Right person, right place, right skill, right

time
 HR Data Exist, but …… In paper form
o
In fragmented in different agencies,
smaller cells
o
Making it very difficult to work with !
SYSTEM’S APPROACH IN HRIS

Holistic / System’s Approach

Consensus by Stakeholder s.

HRM Infrastructure Strengthening

Software solution Data driven Decision Making

Capacity Building and Sustainability
NATIONAL HRIS REVIEW
OBJECTIVES
•To understand and present a complete picture of
how HR information is currently being collected,
managed and reported; to analyze the tools and
processes for managing HR data; and to identify the
gaps relating to HRH information that need to be
urgently addressed
STUDY DESIGN





Cross Sectional Survey
Area – Federal, Four Provinces & AJK.
Observation through Close/Open Ed. Questionnaire
(adapted, pretested and validated)*.
Representatives from the government, private sector and
development partners participated
Quantifiable Study.
* The Management Sciences for Health HRIS assessment tool was used for the data
collection
SECTIONS OF QUESTIONNAIRE
1.
2.
3.
4.
5.
6.
7.
8.
9.
General Information
Institutional arrangements for HRM. Info.
HR, Policy Planning, Coordination and Capacity
Human Resource information System
HR Data collection system
HR Data and Reporting and dissemination
HR Data Transmission
Examples of HR Data Use
HRIS Monitoring Mechanisms
LIST OF FACILITIES/ ORGANIZATIONS
SURVEYED
Institute /organization
Punjab
KPK/ FATA
Balochistan
Sindh
AJK
ICT
Tertiary Hospitals
11
1
2
3
2
3
DHQ Hospitals
3
0
1
1
0
0
EDO (H) Office
3
0
2
3
1
0
Institute /organization (Misc.)
2
3
2
1
2
3
Health Department / DGHS
1
1
2
2
2
0
2
2
1
1
1
0
22
7
10
11
8
6
National Program
Total ( 64 )
60
Percentage
50
NAME OF SECTIONS IN ORGANIZATION
48
Fatma Memorial Hospital, Lahore
Shaukat Khanum Memorial Cancer
Hosp.
Shalimar Institute of Health Sciences
Hameed Latif Hospital
40
30
30
20
17
10
4
0
Establish. Branch
Admin. Branch
HR Section
No. Information
HR POLICY, COORDINATION,
REGULATIONS
AND
CAPACITY
83
90
80
NO
70
70
Percentage
YES
No. Information
70
60
52
52
50
40
39
35
30
26
22
20
10
13
13
9
9
4
4
0
HR Body Exists at
Prov.
HR Regulations
Rules exists
Regular Coord.
Mechnism
HR Policy Manual
Available
Separate HR Staff
Available at Prov.
EXISTENCE OF ANY FORM OF WELL
ORGANIZED HR DATA
No Information
4%
Yes
39%
No
57%
Separate Budget for HR Data
Management
No Information
9%
No
74%
Yes
17%
AVAILABILITY OF ANNUAL TRAINING/ORIENTATION
PLANS FOR NEW EMPLOYEES
Exists
70
Not Exists
No Information
65
60
Percentage
52
50
43
40
30
30
20
10
4
4
0
Annual Training Plan
Orient. Program for new employees
AVAILABILITY OF ORGANIZED HR MANUAL & LIST
OF INDICATORS
Available
Not Available
No Information
80
74
70
Percentage
70
60
50
40
30
26
17
20
9
10
4
0
HR Data bank
List of Indicators
40
Percentage
35
HOW OFTEN HR DATA IS
CONSOLIDATED. & ANALYZED.
35
30
26
26
25
20
15
9
10
4
5
0
Daily
Monthly
When Required
No Information
Annually
HR DATA QUALITY AUDIT PERFORMED
40
35
35
Percentage
30
26
25
20
15
13
13
9
10
4
5
0
When
Required
Annually
Monthly
Don’t Know
No
Information
Quarterly
HR DATA TRANSMISSION
60
Percentage
50
48
40
30
27
20
15
9
10
0
Paper
Spread Sheet
Online
Specific Software
PURPOSE OF HR DATA USE
Performance…
11
Transfer, Posting
11
Hiring/Recruitment
11
Trainings
11
Salary revision
10
Promotion
10
Diciplinary action
9
Benefits/Incentives
8
Annual Plan
8
Policy Making
7
Any other
4
0
2
4
6
Percentage
8
10
12
HR DATA MONITORING WITHIN
ORGANIZAITON
50
45
43
40
Percentage
35
30
25
22
20
17
13
15
10
4
5
0
When Required
No Information
Daily
Monthly
Annually
STUDY LIMITATIONS
 Dengue fever crisis managers especially in Punjab could
not spare time to discuss survey/study questions
 Reluctance by health institutions with good HRM –MIS
 Due to the resource and time constraints, cross sectional
survey (limit the generalizability)
 Structured questionnaire was found less flexible in
extracting the additional information, not covered in the
questions from the institutions
 Non cooperation especially from private institutes
 Indifferent behavior towards HRIS Systems Concepts,
HRM Data Development and its use
HRM DATA GAP IDENTIFIED
 Track of distribution of health workforce
 HR
functions
are
mostly
done
by
Admin/Establishment Section with no orientation to
HRM Concepts and Policies (Personnel data,
Distribution, Analysis, Training Needs. Area &
Specialty Gaps)
 No proper HRH Needs and Supply Analysis
 No clear concepts for HRIS Needs, Systems
approach lacking
 Proper HRM databases not developed
 HR Information from private sector don’t exist
 HR Information even for public sector is scattered
 Some organizations have HR Systems which are non
compatible
CONCLUSIONS
CONCLUSIONS
Pakistan is lacking appropriate HRIS management.
Thus the current HRIS indeed has a multitude of
problems. In the wake of recent reforms, provinces are
even in greater need to strategize in the light of a
robust HRIS to manage their respective provincial
health systems and the programs to meet the targets
of MDGs