Abstract:BackgroundCompared with the eHealth literature as a whole, there has been relatively little published research on the use and impact of information and communication technologies (ICTs) designed to support business functions within health organizations. Human resource information systems (HRISs) have the potential to improve organizational efficiency and effectiveness by facilitating workforce planning, financial and operational administration, staff training, and management analytics. However, the evidence ba… Show more
“…The stages of selection are illustrated in the PRISMA diagram labeled Figure 1Figure 1. PRISMA flow diagram. a Database has limitations on the number of keywords, therefore the search had to be run several times to ensure that all search query keywords were included (please see 9 ). b Book reviews, front and back covers, copyright notice, title pages, collection of conference proceedings’ descriptions, tables of contents, press releases, announcements, descriptions of issues, advertisements, bulletins, questionnaires, notices of retraction, chair’s messages, keynotes, plenary talks, welcome messages, news published in journals and magazines that have “news” in their title and news published by companies that do not provide any analytical or research materials, presentation description, very brief cases and analytical materials published in newspaper and magazines, company profiles, advertising/marketing articles.…”
Section: Resultsmentioning
confidence: 99%
“…Figure 2.Types of publications on HRIS by year.Figure 3.HRM practices examined in the included studies. a Out of scope of this review (please see 9 ). b Not mentioned in any of the qualifying studies.…”
Section: Resultsmentioning
confidence: 99%
“…Our scoping study identified only 2 previous literature reviews specifically examining HRIS in health, both of which were limited in scope 9 . We therefore conducted an interdisciplinary systematic review utilizing sources of evidence from the ICT, social science, and health research literature, encompassing any ICT used for HR administration, management, and development practices in health organizations.…”
Objective: This systematic review aimed to: (1) determine the prevalence and scope of existing research on human resource information systems (HRIS) in health organizations; (2) analyze, classify, and synthesize evidence on the processes and impacts of HRIS development, implementation, and adoption; and (3) generate recommendations for HRIS research, practice, and policy, with reference to the needs of different stakeholders.
Methods: A structured search strategy was used to interrogate 10 electronic databases indexing research from the health, social, management, technology, and interdisciplinary sciences, alongside gray literature sources and reference lists of qualifying studies. There were no restrictions on language or publication year. Two reviewers screened publications, extracted data, and coded findings according to the innovation stages covered in the studies. The Critical Appraisal Skills Program checklist was adopted to assess study quality. The process of study selection was charted using a Preferred Items for Systematic Reviews and Meta-Analysis (PRISMA) diagram.
Results: Of the 6824 publications identified by the search strategy, 68, covering 42 studies, were included for final analysis. Research on HRIS in health was interdisciplinary, often atheoretical, conducted primarily in the hospital sector of high-income economies, and largely focused uncritically on use and realized benefits.
Discussion and Conclusions: While studies of HRIS in health exist, the overall lack of evaluative research raises unanswered questions about their capacity to improve quality and efficiency and enable learning health systems, as well as how sociotechnical complexity influences implementation and effectiveness. We offer this analysis to decision makers and managers considering or currently implementing an HRIS, and make recommendations for further research.
Trial Registration: International Prospective Register of Systematic Reviews (PROSPERO): CRD42015023581. http://www.crd.york.ac.uk/PROSPERO/display_record.asp?ID=CRD42015023581#.VYu1BPlVjDU.
“…The stages of selection are illustrated in the PRISMA diagram labeled Figure 1Figure 1. PRISMA flow diagram. a Database has limitations on the number of keywords, therefore the search had to be run several times to ensure that all search query keywords were included (please see 9 ). b Book reviews, front and back covers, copyright notice, title pages, collection of conference proceedings’ descriptions, tables of contents, press releases, announcements, descriptions of issues, advertisements, bulletins, questionnaires, notices of retraction, chair’s messages, keynotes, plenary talks, welcome messages, news published in journals and magazines that have “news” in their title and news published by companies that do not provide any analytical or research materials, presentation description, very brief cases and analytical materials published in newspaper and magazines, company profiles, advertising/marketing articles.…”
Section: Resultsmentioning
confidence: 99%
“…Figure 2.Types of publications on HRIS by year.Figure 3.HRM practices examined in the included studies. a Out of scope of this review (please see 9 ). b Not mentioned in any of the qualifying studies.…”
Section: Resultsmentioning
confidence: 99%
“…Our scoping study identified only 2 previous literature reviews specifically examining HRIS in health, both of which were limited in scope 9 . We therefore conducted an interdisciplinary systematic review utilizing sources of evidence from the ICT, social science, and health research literature, encompassing any ICT used for HR administration, management, and development practices in health organizations.…”
Objective: This systematic review aimed to: (1) determine the prevalence and scope of existing research on human resource information systems (HRIS) in health organizations; (2) analyze, classify, and synthesize evidence on the processes and impacts of HRIS development, implementation, and adoption; and (3) generate recommendations for HRIS research, practice, and policy, with reference to the needs of different stakeholders.
Methods: A structured search strategy was used to interrogate 10 electronic databases indexing research from the health, social, management, technology, and interdisciplinary sciences, alongside gray literature sources and reference lists of qualifying studies. There were no restrictions on language or publication year. Two reviewers screened publications, extracted data, and coded findings according to the innovation stages covered in the studies. The Critical Appraisal Skills Program checklist was adopted to assess study quality. The process of study selection was charted using a Preferred Items for Systematic Reviews and Meta-Analysis (PRISMA) diagram.
Results: Of the 6824 publications identified by the search strategy, 68, covering 42 studies, were included for final analysis. Research on HRIS in health was interdisciplinary, often atheoretical, conducted primarily in the hospital sector of high-income economies, and largely focused uncritically on use and realized benefits.
Discussion and Conclusions: While studies of HRIS in health exist, the overall lack of evaluative research raises unanswered questions about their capacity to improve quality and efficiency and enable learning health systems, as well as how sociotechnical complexity influences implementation and effectiveness. We offer this analysis to decision makers and managers considering or currently implementing an HRIS, and make recommendations for further research.
Trial Registration: International Prospective Register of Systematic Reviews (PROSPERO): CRD42015023581. http://www.crd.york.ac.uk/PROSPERO/display_record.asp?ID=CRD42015023581#.VYu1BPlVjDU.
“…Using database technologies and Impact Factor (JCC): 6.8765 NAAS Rating: 3.11 online job advertising boards and search engines, industries can now select the right raw material supplier and select the right candidate in a fraction of the time is possible. An online e-selection system may potentially save the employer time as usually they can rate the e-candidate and supplier with several persons in human resource and material purchase review independently [1][2][3][4]. Selection agencies also use a method of e-selection by using cloud based software as a service (SaaS) where there are several online offerings for ready to use selection software.…”
“…Since then, only a few papers have been published on HRIS in Sub-Saharan Africa: these cover the impact of Kenya’s HRIS [11–14], the benefits of Uganda’s HRIS [15, 16], and the rollout of an HRIS in Tanzania [17]. A more recent systematic review of HRIS in health care also determined that there is still little published research on the use and impact of HRIS [18]. …”
IntroductionOver the past decade, governments and international partners have responded to calls for health workforce data with ambitious investments in human resources information systems (HRIS). However, documentation of country experiences in the use of HRIS to improve strategic planning and management has been lacking. The purpose of this case presentation is to document for the first time Mozambique’s novel approach to HRIS, sharing key success factors and contributing to the scant global knowledge base on HRIS.Case presentationCore components of the system are a Government of Mozambique (GOM) registry covering all workers in the GOM payroll and a “health extension” which adds health-sector-specific data to the GOM registry. Separate databases for pre-service and in-service training are integrated through a business intelligence tool. The first aim of the HRIS was to identify the following: who and where are Mozambique’s health workers? As of July 2015, 95 % of countrywide health workforce deployment information was populated in the HRIS, allowing the identification of health professionals’ physical working location and their pay point.HRIS data are also used to quantify chronic issues affecting the Ministry of Health (MOH) health workforce. Examples include the following:HRIS information was used to examine the deployment of nurses trained in antiretroviral therapy (ART) vis-à-vis the health facilities where ART is being provided. Such results help the MOH align specialized skill sets with service provision.Twenty-five percent of the MOH health workforce had passed the 2-year probation period but had not been updated in the MOH information systems. For future monitoring of employee status, the MOH established a system of alerts in semi-monthly reports.As of August 2014, 1046 health workers were receiving their full salary but no longer working at the facilities. The MOH is now analyzing this situation to improve the retirement process and coordination with Social Security.
ConclusionThe Mozambican system is an important example of an HRIS built on a local platform with local staff. Notable models of strategic data use demonstrate that the system is empowering the MOH to improve health services delivery, health workforce allocation, and management. Combined with committed country leadership and ownership of the program, this suggests strong chances of sustainability and real impact on public health equity and quality.
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