Abstract
BackgroundHealth workforce planning is important in ensuring that the recruitment, training and deployment of health workers are conducted in the most efficient way possible. However, in many developing countries, human resources for health data are limited, inconsistent, out-dated, or unavailable. Consequently, policy-makers are unable to use reliable data to make informed decisions about the health workforce. Computerized human resources information systems (HRIS) enable countries to collect, maintain, and analyze health workforce data.MethodsThe purpose of this article is twofold. First, we describe Uganda's transition from a paper filing system to an electronic HRIS capable of providing information about country-specific health workforce questions. We examine the ongoing five-step HRIS strengthening process used to implement an HRIS that tracks health worker data at the Uganda Nurses and Midwives Council (UNMC). Secondly, we describe how HRIS data can be used to address workforce planning questions via an initial analysis of the UNMC training, licensure and registration records from 1970 through May 2009.ResultsThe data indicate that, for the 25 482 nurses and midwives who entered training before 2006, 72% graduated, 66% obtained a council registration, and 28% obtained a license to practice. Of the 17 405 nurses and midwives who obtained a council registration as of May 2009, 96% are of Ugandan nationality and just 3% received their training outside of the country. Thirteen per cent obtained a registration for more than one type of training. Most (34%) trainings with a council registration are for the enrolled nurse training, followed by enrolled midwife (25%), registered (more advanced) nurse (21%), registered midwife (11%), and more specialized trainings (9%).ConclusionThe UNMC database is valuable in monitoring and reviewing information about nurses and midwives. However, information obtained from this system is also important in improving strategic planning for the greater health care system in Uganda. We hope that the use of a real-world example of HRIS strengthening provides guidance for the implementation of similar projects in other countries or contexts.
Highlights
Health workforce planning is important in ensuring that the recruitment, training and deployment of health workers are conducted in the most efficient way possible
The goal of the remainder of this paper is to demonstrate how human resources information systems (HRIS) data can be used to address health workforce planning questions via an initial analysis of the Uganda Nurses and Midwives Council (UNMC) training, licensure, and registration records
Available beginning in 2005, indicates that approximately 43% of the registered nurses and midwives (N = 7168) obtained a license to practice from the UNMC
Summary
Health workforce planning is important in ensuring that the recruitment, training and deployment of health workers are conducted in the most efficient way possible. Managers and health planners need information about the size, composition, skill sets, training needs, and performance of the public health workforce in order to make informed, well-timed decisions [5,6]. The absence of this information can have negative consequences on health system functioning. In recognition of the importance of reliable data, the development and use of HR information and management systems has been recommended as an attainable and cost-effective strategy to address workforce shortages and improve public health in developing countries [6,7,8]. At the 2008 East, Southern and Central Africa Health Community (ECSA HC) Forum on Best Practices, recommendations were made and subsequently, a resolution was passed by the ECSA Health Ministers to support the development of comprehensive human resources information systems (HRIS) at training institutions, regulatory bodies and employers, and to build capacity for HRIS use to inform policy and decision-making [9]
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