Dr R K PalProgram DirectorPeople for Health Project, Swasti

Single source of Complete, accurate and timely HR data

Data essential to identify – ◦ No. & locations of vacancies for different posts case load location of facility availability of other health care facilities at reasonable distance & affordable cost.

Present distribution of available manpower

What is the logical distribution

To Know & Act according:

◦Who needs, which training & who is being trained.

◦Where the trained persons are being posted.

◦Are employees of same title & speciality being posted for difficult area postings in rotation for same duration.

◦Succession Planning- When is a batch of employees retiring/ getting promoted. Are there employees available and groomed to replace.

To Know : In which titles and specialties

Manpower demand is growing faster or slower than supply .

The manpower is needed but there is low or no supply of trained manpower such as – Health facility architects, software experts with experience of HMIS, HR experts to support HR cell.

Who deserve promotion, incentives & better posting & who are getting it.

Who have a trend of financial & performance irregularities & hence unfit for important posts.

Better posting assured after hardship area: in Himachal.

Difficult area allowance in cash : In Orissa- Koraput, Balangir & Kalahandi,

In Haryana- Mewat. Indian Army. Preference in Post Graduate courses. Karnataka Govt. : – Karnataka Civil Services Act 2011, for regulating transfers of Medical Officers & other staff.

-KPME Act- Karnataka Private Medical Establishment Act- for registration & monitoring of Private Medical Facilities.

Development of HRIS (Human Resource Information System) in Bihar & Jharkhand Statewide system in Bihar and started in one district in Jharkhand.

Key Results achieved in Jharkhand: Health workforce directory for Ranchi district now available; including by position title, education level and facility

Staff capacity built at state level and in the pilot district

Basic HRIS reports available for analysis and use

Key Results achieved in Bihar:• Workforce Directory created for 9 divisions, 38 districts and 533 PHCs

• Directory includes over 21,000 staff, with job title, facility location, hire date, specialty, and other characteristics

• List of contractual staff & contract planning report

• List of regular staff & retirement planning report

Conducted stakeholder consultation and system requirement study

Identified priority HR issues to guide the HRIS strengthening efforts

Built capacity of appropriate staff on data quality, entry and software customization

Checked data quality, including verifying against other records as possible

1.Key HR data like position title need to be standardized.

2.Standard directories of position titles and

health facilities are needed

3.Start simple, and expand the HRIS over time

4.Tackle sensitive issues once system is more

established

5. Staff need capacity building in operating

the HRIS and using data for decision making

6.Data can highlight problems and help inform solutions

Some staff did not give complete information also because they do not remember it

Training and motivating staff to prioritize the HRIS and collect the needed data

Establishing a regular mechanism for data updating, review and use

The data not useful for better implementation & monitoring will not be used & the system not producing data required will not succeed.

The HRIS needs to fit in & integrate with other systems to become part of bigger system.–HMIS & better management of Public Health Facilities

Establish an HRIS leadership group to guide continued HRIS capacity building, scale up, and use

Strengthen the state HR unit in order to effectively manage and operate the new HRIS and conduct other HRH functions

Promote the use of data for improved HR planning, development and management

How to develop effective HR Information & Management system.

How to develop & implement logical & transparent transfer, posting & promotion policy.

How to retain manpower in difficult areas.

Please share with us real life stories of your success & challenges & we will do the same to learn & grow together.

Our address is : peopleforhealth@swasti.org