dhis2-devs team mailing list archive

[Bob Jolliffe <bobjolliffe@xxxxxxxxx>]

Hi Arthur

Carl will probably be able to point you to various cases where this
has been done with dhis2 and ihris.  I am familiar with examples from
Zanzibar, Kenya and Rwanda which sort of worked but none of which
could fairly be described as successful in the sense of sustained use
as far as I know.

I think the main tricky bit to get right is the harmonization of
health facilities in the two systems not just as one off, but with
processes to keep them harmonized.  You might only have 20 indicators
of interest but you have 1000s of facilities.  As soon as the orgunits
start diverging the interoperability starts falling apart.  I think
there was also some interesting work done in Bihar on this problem.

One conventionasl "wisdom" that has done the rounds over the past few
years is that a separate facility registry is the solution to this.  I
am less sure.  In practice you now find that whereas before the
problem was harmonizing between 2 systems, now it becomes more complex
because you have 3 :-)  Add more with LMIS etc ..

So 2 alternative approaches emerge:
1. retreat to dhis2 and try and do everything there - sometimes this
sort of works for many things (which is better than most), but it has
obvious limits and I don't believe can serve as the basis of long term
strategy to solve all problems
2.  insist that any system that sends data to dhis2 treats dhis2 as
the authoritative source of facility registry data.  If only they
would :-)  Unfortunately dhis2 view of the
physical/geographic/administrative world of the health system can
diverge sometimes significantly from that of an HRIS system - think of
MOH employees at offices not involved in health service delivery for
example.  So there are local arrangements and understandings to be
made, but in general I think this path holds the most potential,

In practice I think we have to concede the problems have been unsolved
for now.  Unless someone can point me otherwise.  The challenge seems
on the surface to be technically fairly trivial,  But beneath lurk
demons.

Cheers
Bob

On 8 October 2016 at 07:13, Arthur Heywood <arthurheywood@xxxxxxxxx> wrote:
> Lungo
> Good to hear from you ... long time no see
> Thanks for this .... can you tell me where we have a SUCCESSFUL
> implementation where one can actually get IHRIS data through DHIS and make
> integrated indicators, use IHRIS indicators for Bottleneck analysis etc
>
> Regards
> Arthur
>
> **Without deviation from the norm, there can be no progress* *(Frank Zappa)
> *Skype* arthur_heywood_za
> Tanzania* +255-773669393 OR +255 673150252
>
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>
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> On 5 October 2016 at 06:54, Juma Lungo <jlungo@xxxxxxxxx> wrote:
>>
>> Hi Arthur,
>>
>> I would recommend iHRIS.
>>
>> It has many features, integrates nicely with DHIS2, implemented in many
>> countries and it is being supported by an active community working closely
>> with DHIS2 developers.
>>
>> Lungo
>>
>>
>> ________________________________
>> From: Calle Hedberg <calle.hedberg@xxxxxxxxx>
>> To: Arthur Heywood <arthurheywood@xxxxxxxxx>
>> Cc: dhis2-users <dhis2-users@xxxxxxxxxxxxxxxxxxx>; dhis2-devs
>> <dhis2-devs@xxxxxxxxxxxxxxxxxxx>; gerald thomas <gerald17006@xxxxxxxxx>;
>> Seleman Ally <seleman_ally@xxxxxxxxx>
>> Sent: Tuesday, October 4, 2016 10:20 PM
>> Subject: Re: [Dhis2-devs] [Dhis2-users] Looking for Human Resource System
>> to integrate with DHIS
>>
>> Arthur,
>>
>> I'm not directly involved with the HRIS work using DHIS, my current focus
>> is on a fully integrated disease surveillance system. Will find out and get
>> back to you.
>>
>> Regards
>> Calle
>>
>> On 4 October 2016 at 15:15, Arthur Heywood <arthurheywood@xxxxxxxxx>
>> wrote:
>>
>> Calle
>> In Zambia we are also looking to set up what you call a "core" Human
>> Resource HMIS ... mainly to do some "Bottleneck analysis" for our MDGi
>> districts ...
>>
>> Are we able to use a beta version and see what we are able to adapt it to
>> our needs (same people being called different professional jobs  etc)  and
>> then feed back into the development process ....interesting to know how far
>> you have progressed?
>>
>> Cheers
>> a
>>
>> **Without deviation from the norm, there can be no progress* *(Frank
>> Zappa)
>> *Skype* arthur_heywood_za
>> Tanzania* +255-773669393 OR +255 673150252
>>
>>
>>
>>
>>
>>
>>
>>
>>
>> On 26 August 2016 at 23:08, Calle Hedberg <calle.hedberg@xxxxxxxxx> wrote:
>>
>> Laura,
>>
>> The two main HRIS component designs "within" DHIS2 are the HRHIS in
>> Tanzania and another in Vietnam (John Lewis or Morten will be able to tell
>> you more about that one).
>>
>> South Africa is currently using a customised Tracker app for managing
>> Community Service and Internships (around 10,000 graduates are applying for
>> internship or Community Service posts per annum).
>>
>> We are also working on a "core" workforce registry tightly integrated with
>> DHIS2. By "core" I mean it will only deal with actual HR resources including
>> position, what they are licensed/authorised to do, and contact details.
>> Things like continuous education, bursaries, payroll, etc are
>> processed/managed by other systems. A major advantage of tight integration
>> will be the ability to use DHIS2 communication and messages + user
>> registration to communicate directly with health workers - in particular
>> since health workers increasingly will be interacting directly with DHIS2 on
>> a daily basis through (daily) capturing of routine data, disease
>> notifications, various Tracker apps (browser or Android), etc.
>>
>> Your basic requirements seem very similar: your primary need is to track
>> the workforce as an INPUT RESOURCE to health service delivery, and not to
>> track salaries and CVs and health insurance and employment history and a
>> bunch of other "personal" things. So you need to know WHO they are, where
>> they actually work and with what (in what position), what they are able to
>> do (mostly this relates to formal/legal practice licensing etc, but it could
>> be expanded to include specialist knowledge about certain diseases etc), and
>> how to contact them.
>>
>> Regards
>> Calle
>>
>> On 26 August 2016 at 21:56, gerald thomas <gerald17006@xxxxxxxxx> wrote:
>>
>> I had use ihris and it is good. If you want help with it I am willing to
>> help.
>>
>> On Aug 26, 2016 6:46 PM, "Laura E. Lincks" <laura.lincks@xxxxxxxxxxxxxxxx
>> u> wrote:
>>
>> We are looking for a simple Human Resources tool to integrate with a DHIS
>> aggregate database. Little is known of the needs of the HRIS, but for now it
>> needs to track personnel details and groups of personnel will need to be
>> associated with various programs in a separate DHIS aggregate database. An
>> Open Source HRIS is preferable.
>>
>> In searching for tools I have come across the following:
>> HRHIS in Tanzania developed by the HISP-TZ/University of Dar es Salaam
>> iHRIS developed by global Capacity Project.
>>
>> I was wondering if anyone had any knowledge of or experience with these
>> packages or if there were other applications that could be of use to us?
>>
>> Thanks in advance to anyone with leads or information.
>>
>> Laura E. Lincks
>> Database Manager/Developer
>> ICAP - Columbia University
>> Mailman School of Public Health
>> 60 Haven Ave, Floor B1
>> New York, NY 10032
>> Tel: 212 304 7132
>>
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>>
>> --
>> ****************************** *************
>> Calle Hedberg
>> 46D Alma Road, 7700 Rosebank, SOUTH AFRICA
>> Tel/fax (home): +27-21-685-6472
>> Cell: +27-82-853-5352
>> Iridium SatPhone: +8816-315-19119
>> Email: calle.hedberg@xxxxxxxxx
>> Skype: calle_hedberg
>> ****************************** *************
>>
>>
>> ______________________________ _________________
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>>
>>
>>
>>
>> --
>> *******************************************
>> Calle Hedberg
>> 46D Alma Road, 7700 Rosebank, SOUTH AFRICA
>> Tel/fax (home): +27-21-685-6472
>> Cell: +27-82-853-5352
>> Iridium SatPhone: +8816-315-19119
>> Email: calle.hedberg@xxxxxxxxx
>> Skype: calle_hedberg
>> *******************************************
>>
>>
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