Updated HRIS.md
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Dr. B. M. Riazul Islam
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## HRIS
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**Introduction to Central HRIS**
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Central HRIS is the single software platform where organizations can manage their staff information systematically with
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uniformity and consistency so that the present scenario of the workforce is visible to administration with maximum
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details, enabling stakeholders and policymakers to take effective and timely measures based on most recent, up-to-date
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facts.
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For first time in history such transparency in human resource management has been introduced. A major step towards going
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paperless and increase productivity. Designed to meet the need of Government processes. (including ad hoc processes)
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Accountability and awareness through media monitoring. Established interoperability with all existing major health
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systems. Open data philosophy - Share maximum data through thousands of APIs reducing thousands of hours of data entry
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and human effort for other systems.
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---
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**Core Objectives**
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Central HRIS is unique because.
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1. Fast and effective data driven decision, policy & crisis management.
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2. Maximum interoperability to eliminate data duplication and redundancy.
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3. Increase productivity of staffs by introducing transparency and accountability.
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4. Improve quality of health service for citizen.
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---
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**One Click Solution To Data Problem**
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Central HRIS has instant, one click answers to thousands of questions such as following -
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1. How many Jr. Consultants are posts are vacant in under Dhaka division?
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2. How many staffs are currently in Leave, Lien and Deputation and when they will be back to service?
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3. How many Female Medical Officers are posted in all 31-Bed Hospitals under Barisal division?
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4. Where to find all the relevant HR documents i.e. staff’s scanned documents, ACR records, PDS.
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5. Where to see a provider’s career changes in a timeline (here, career change refers to Transfer, Promotion, Training,
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Publications.. etc).
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6. How to get a list of work forces who are retiring next month, or next week, or next year.
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7. Based on what information planning and future projection should be done? How many staffs and of which disciplines are
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required nationally. And many more ...
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Prior to HRIS, it took weeks or months to collect, compile, combine, formulate, cross-check, verify and publish such
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report. Now, these answers are one click away.
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---
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**Resolved Consistency And Authenticity Issues**
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Without a central system consistency and quality issues like the following would continuously arise -
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1. If similar reports from different sources are obtained, they will not have uniform terminology, code or standard.
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2. Aggregated values (for example - vacant and filled up counts) do not match in reports from different sources.
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3. Report is not free of human errors that might have occurred during large excel manipulation, emailing, versioning,
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manual computation and during merger of data from multiple files.
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4. One would realize that one can only make most sense of reports that are generated by his/her own organization.
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Reports that you receive from other organizations takes significant time to process and understand.
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On the other hand, Central HRIS delivers accurate and consistent report in real time with 100% uniformity.
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---
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**Increase productivity & utilization of workforce**
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Central HRIS significantly reduces human involvement in the process of managing HR data. A minimal input or change
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automatically propagates itself meaningfully across the whole hierarchy. For example - If a person is in leave, this
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would automatically reflect in manpower calculation, attendance count and all other reports. An intelligent system like
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HRIS reduces the chances of human error by automatically suggesting the correct operation and necessary validation. Once
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HRIS takes care of the all the above, resources can be engaged in more productive activities where human involvement is
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imperative and adds significant value.
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---
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## Primary registries (Data repositories)
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HRIS stands on top of four main* databases also known as Registries
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1. **Geolocation Registry**
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* Geolocation registry stores the complete administrative area hierarchy of Bangladesh, from Division down to ward level.
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All software in the health ecosystem use this single repository as a source for geolocation data.
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* Geolocation registry stores the complete administrative area hierarchy of Bangladesh, from Division up to ward level .
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* Facilities are placed somewhere in an administrative area. i.e.Union level Hospital.
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* This registry is managed centrally and changes occur only due to new Govt orders. Like - creation of new division, merge of two unions etc.
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* All other software will use this registry provided by geolocation registry to have identical structure. This will help get rid of all sort of report inconsistency.
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2. **Facility Registry**
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* Facility registry stores a comprehensive data about health facilities. Information includes -
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* Facility type, function, ownership type.
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* Administrative information
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* Infrastructure details
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* Major services
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* Posts
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* Logistics & Equipments
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* Capacity & Manpower
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* etc.
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Other information about facility
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* Level - District level, Upazila level
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* Type - Administrative, Service
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* Function- Academic, Training.. etc
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* Ownership - Fully Government-owned, Government-Semi-autonomous
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* Healthcare level - Primary, Secondary, Tertiary
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* And many other attributes and information.
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3. **Post Registry**
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* There is a finite number of posts under the Ministry of Health. In sanctioned post registry these posts are managed.
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* A post always belongs to a facility and has additional information attached to it like - designation name, group, payscale, discipline, Bangladesh professional group, WHO professional group etc.
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* A post can be empty or a provider can occupy a post by Transfer, promotion or other changes.
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4. **Provider Registry**
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* All staffs who are employed by MoHFW belong to this registry.
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* This database stores identity information, service details and expertise, academic qualifications, awards, achievement and publications of all staffs.
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* Staff’s whole life history starting from joining till retirement is visible to manager.
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* Staff’s leave, lien and deputation related information are all available along with scanned copy of orders.
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* Staffs personal information
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* Family information
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* Training
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* Salary and Benefits
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* Educational Qualification
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* Achievements
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* Publications
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* Presentations
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* Affiliation
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* Awards
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* Related Files/Uploads
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* Online Applications
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* Transfer/Posting
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* Leave
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* Lien
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* Additional role
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* Attachment
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* Noc
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* Deputation
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* Retirement
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* Promotion
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* Disciplinary action
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* Death
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Many more...
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---
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**Access HRIS**
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Use your username and password to enter HRIS.
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at [https://hrm.dghs.gov.bd/](https://hrm.dghs.gov.bd/)
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