The human resource information system: a rapid appraisal of Pakistan’s capacity to employ the tool
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- 作者：Ramesh Kumar (5)
Babar Tasneem Shaikh (5)
Jamil Ahmed (5)
Zulfiqar Khan (5)
Sayed Mursalin (5)
Mahmood Iqbal Memon (5)
Shagufta Zareen (5) - 关键词：Human resources for health ; Human resource information system ; Health system ; Pakistan
- 刊名：BMC Medical Informatics and Decision Making
- 出版年：2013
- 出版时间：December 2013
- 年：2013
- 卷：13
- 期：1
- 全文大小：163 KB
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20. The pre-publication history for this paper can be accessed here:http://www.biomedcentral.com/1472-6947/13/104/prepub - 作者单位：Ramesh Kumar (5)
Babar Tasneem Shaikh (5)
Jamil Ahmed (5)
Zulfiqar Khan (5)
Sayed Mursalin (5)
Mahmood Iqbal Memon (5)
Shagufta Zareen (5)
5. Public health Consultant, Lahore, Pakistan - ISSN：1472-6947
文摘
Background Human resources are an important building block of the health system. During the last decade, enormous investment has gone into the information systems to manage human resources, but due to the 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 resources in Pakistan’s health sector. The World Health Organization (WHO) has provided technical support for the assessment of the existing system and development of a comprehensive Human Resource Information System (HRIS) in Pakistan. Methods The questions in the WHO-HRIS Assessment tool were distributed into five thematic groups. Purposively selected (n=65) representatives from the government, private sector, and development partners participated in this cross sectional study, based on their programmatic affiliations. Results Fifty-five percent of organizations and departments have an independent Human Resources (HR) section managed by an establishment branch and are fully equipped with functional computers. Forty-five organizations (70%) had HR rules, regulations and coordination mechanisms, yet these are not implemented. Data reporting is mainly in paper form, on prescribed forms (51%), registers (3%) or even plain papers (20%). Data analysis does not give inputs to the decision making process and dissemination of information is quite erratic. Most of the organizations had no feedback mechanism for cross checking the HR data, rendering it unreliable. Conclusion Pakistan is lacking appropriate HRIS management. The current HRIS indeed has a multitude of problems. In the wake of 2011 reforms within the health sector, provinces are even in a greater need for planning their respective health department services and must work on the deficiencies and inefficiencies of their HRIS so that the gaps and HR needs are better aligned for reaching the 2015 UN Millennium Development Goals (MDGs) targets.