High quality scientific evidence is increasingly available to help the providers of health care make decisions about what types of investigations to order for an individual patient, and how to treat any health problems that are identified. “Evidence-based medicine” has been facilitated by the availability of results from different types of clinical trials, epidemiological studies, and meta-analyses which allow the results of many small studies to be combined in a way that reduces the uncertainty about the overall effect of clinical interventions.
The World Health Organization (WHO) Resolution on Digital Health that passed in May 2018 championed countries’ embrace of the rapid adoption of technology to strengthen health systems and achieve universal health coverage (UHC).To do so, countries require appropriately designed and scalable digital health solutions, supportive policies, regulatory environment and infrastructure, increased opportunities for financing, and sustainable local capacity. While every country’s digital health ecosystem is unique, each rests on the same underlying components. Currently, most countries do not ave the enablers in place to maximize the benefits of digital health to improve health outcomes and health systems. The lack of visibility or roadmap towards the maturity of digital health has led to persistent fragmentation and inefficiencies at the national and sub-national level, impeding countries from maximizing their investments in digital health.There is an opportunity to support countries to design and scale digital health solutions, develop supportive digital health policies, increase opportunities for financing, and build local capacity to sustainably implement digital health.
The European Group on Ethics in Science and New Technologies (EGE) is an independent, pluralist and multidisciplinary body which advises the European Commission on ethical aspects of science and new technologies in connection with the preparation and implementation of European Union legislation or policies
he World Health Organization defines e-Health as the combined use of electronic communication and information technology in the health sector. In practical terms, e-Health is the means of ensuring that the right health information is provided to the right person at the right place and time in a secure, electronic form to support the delivery of quality and efficient healthcare.
The Digital Health Atlas (DHA) -- www.digitalhealthatlas.org -- is an open-source digital health software developed by WHO as a web-based technology registration and assessment web platform to enable governments, technology implementers as well as donors to manage information about existing and new digital health deployments, to support cataloguing related to scale, functionality, data capture, investment and use.
The education and training of a health workforce contributes to the quality of services they provide their communities. Many countries lack information about health worker training, pre-service and in-service, making it difficult to track, plan, and manage training and deployment for the health workforce. This lack of coordination leads to inefficiencies in the health system, thereby reducing the effectiveness health workers have on serving their communities.
The integrated Human Resource Information System (iHRIS) is a computerized Human Resources management tool consisting of electronic databases for storing, reporting, and analysing data from the time professionals enter pre-service training to when they leave the workforce to ensure timely availability of accurate information for policy, planning and management. iHRIS Plan is designed to support the key HRH functions of planning; iHRIS Train to support pre and inservice training; iHRIS Qualify for regulation of registration and licensure; iHRIS Manage for management and iHRIS Retain for retention of the health workforce
The implementation of HRIS in countries with no approved policies geared towards supporting its use and management has several challenges, but that should not over rid and prevent its implementation due to its advantages. In this paper we present the HRIS implementation process (strategies, approaches, and guidelines) that can be followed from inception, team formation, previsit, rollout out process, training users and data managers, support teams, standard operating procedures, budget issues, innovations used, sustainability, lessons learnt, and challenges in per Uganda case. We compare the different strategies used to implement the different iHRIS modules (Train, Manage, and Qualify)
The integrated Human Resource Information System (iHRIS) is a computerized Human Resources management tool consisting of electronic databases for storing, reporting, and analysing data from the time professionals enter preservice training to when they leave the workforce to ensure timely availability of accurate information for policy, planning and management. iHRIS Plan is designed to support the key HRH functions of planning; iHRIS Train to support pre and in-service training; iHRIS Qualify for regulation of registration and licensure; iHRIS Manage for management and iHRIS Retain for retention of the health workforce.
Uganda like many of the developing countries is faced by a number of human resource challenges. An analysis of the HRH situation reveals an HRH crisis in the country characterized by a critical shortage of health workers with nearly 50% of the districts operating below 50% of the approved staffing establishment and a health worker per population ratio of 1:1818, well below the WHO recommended levels of 1:439. The scarce HRH is further constrained by gross mal distribution with about 71% of the doctors and 41% of the nurses and midwives located in the urban areas where only 13% of the population lives. Staff productivity is low, in most of the health facilities health workers come late and leave early: absenteeism rates range between 47 and 50%.
Integrated Human Resources Information System (iHRIS) is a management tool that enables an organization to design and manage a comprehensive human resources strategy. iHRIS has five core modules: iHRIS Qualify for health workforce registration and licensing, iHRIS Manage for human resource management, iHRIS Train for managing pre-service and in-service training, iHRIS Retain for attraction, motivation, and retention and iHRIS Plan for workforce planning and projections.
Integrated Human Resources Information System (iHRIS) is a management tool that enables an organization to design and manage a comprehensive human resources
strategy. iHRIS has five core components: iHRIS Qualify for health workforce registration and licensing, iHRIS Manage for human resource management, iHRIS Train for managing pre-service and in-service training, iHRIS Retain for attraction, motivation, and retention and iHRIS Plan for workforce planning and projections.
