To date, iHRIS has save countries over $229 million in license fees alone for using comprable human resource software. Millions saved around the world, identifying and eliminating ghost workers and redundant staff and positi\
Helping to sustain iHRIS is the, iHRIS Global Community, a group of caring and talented people from all walks of life: from Jharkand, India, to Kampala, Uganda, to Chapel Hill, North Carolina. With over 270 participants, The community has a common belief that everyone can play a significant role in improving the health of a nation. We believe that open-source technologies and approaches are the best way we can contribute to the achievement of universal health access. The commnuity is connected through Google groups, online courses, academies and a flourishing Slack channel.
An important feature of iHRIS is its integration into the larger Health Information System through connections with Health Worker Registry, DHIS2 and OpenHIE. This integration is enabling ministries to link improved management of the health workforce. This integration also provides additional value to countries for the health workforce information they are managing.
iHRIS is being actively used by national ministries of health, nursing and midwifery councils, professional associations, and district-level health service providers. Since 2009, implementation support has come from countries as well as USAID, CDC, WHO, CIDA, DFID and Johnson & Johnson. iHRIS support has been provided by eight implementing organizations (IntraHealth Abt, Baylor, FSD, IMA, JSI, MSH, and Jhpiego.) to solve health workforce challenges . Information on more than 1,000,000 health workers are captured in various iHRIS applications in over twenty countries.
Evidence of the utility of iHRIS in multiple areas abounds. For example:
Advocacy Uganda used iHRIS data in 2013 to advocate for a $20 million recruitment fund, filling more than 7,200 identified vacancies
Workforce Planning Uganda uses iHRIS Train to better manage the training of nearly 30,000 health students
Regulation Uganda Medical Council used iHRIS Qualify to increase re-licensure compliance from less than 100 to more than 2,700 doctors – increasing revenue from USD $100,000 to more than $500,000 per year
Deployment for better services and efficiency The state of Jharkhand, India used iHRIS to identify & address staffing shortages in OB/GYN & clinical officers in 60% of their facilities providing services to 900,000 additional people. The Malawi MOH found only 4 mechanics serving 700 drivers in their motor fleet. Increased recruitment to avoid moving people and tools throughout country
For a bit more detailed case study, IntraHealth International, through the Acèss aux Soins de Sante Primaires (ASSP) project led by IMA World Health and funded by DFID, supported the MOH in Kasai Central and Kasai provincesto deploy iHRIS, an open source human resources information system. MOH teams interviewed health workers and entered data including identification, photo, job, and employment/education history. The project identified 6713 active health workers in Kasai Central and 4,721 active health workers in Kasai province.
iHRIS deployment revealed 9% fewer health workers than reported on the official HR employee list in Kasai Central and 6% less in Kasai. Kasai Central has only 7.8 qualified health workers per 10,000 population and Kasai only 6.9, compared to the World Health Organization’s recommended density ratio of 23. Health workers are inequitably distributed; most rural health zones have a density ratio of less than 8, while urban zones have a ratio of more than 12. The majority (57%) of health workers reported no government compensation, relying solely on a portion of funds generated by the facility; most health workers reporting government salaries and/or bonuses were located in urban areas. Analyses found that almost 10% of health workers in Kasai Central and 5% in Kasai should have retired by 2015, but were still in the workforce.
The central and provincial MOH can use the up-to-date information on health worker numbers, locations and qualifications to realign compensation and better distribute, deploy and manage the health workforce, especially in times of crisis or outbreaks. As devolution progresses, the reinforced capacity of provinces to track, manage and pay their health workforce will contribute toward having the right health worker with the right skills in the right place at the right time to address shocks and maintain gains.