From 66c598952bce7ef4552fccaa3b1302bec860bd8d Mon Sep 17 00:00:00 2001 From: "Dr. B. M. Riazul Islam" Date: Mon, 23 Dec 2024 10:35:22 +0600 Subject: [PATCH] Updated HRIS.md --- HRIS.md | 156 ++++++++++++++++++++++++++++++++++++++++++++++++++++++++ 1 file changed, 156 insertions(+) diff --git a/HRIS.md b/HRIS.md index e69de29..a8078d7 100644 --- a/HRIS.md +++ b/HRIS.md @@ -0,0 +1,156 @@ +## HRIS + +**Introduction to Central HRIS** + +Central HRIS is the single software platform where organizations can manage their staff information systematically with +uniformity and consistency so that the present scenario of the workforce is visible to administration with maximum +details, enabling stakeholders and policymakers to take effective and timely measures based on most recent, up-to-date +facts. + +For first time in history such transparency in human resource management has been introduced. A major step towards going +paperless and increase productivity. Designed to meet the need of Government processes. (including ad hoc processes) +Accountability and awareness through media monitoring. Established interoperability with all existing major health +systems. Open data philosophy - Share maximum data through thousands of APIs reducing thousands of hours of data entry +and human effort for other systems. + + +--- + +**Core Objectives** + +Central HRIS is unique because. + +1. Fast and effective data driven decision, policy & crisis management. +2. Maximum interoperability to eliminate data duplication and redundancy. +3. Increase productivity of staffs by introducing transparency and accountability. +4. Improve quality of health service for citizen. + +--- + + +**One Click Solution To Data Problem** + +Central HRIS has instant, one click answers to thousands of questions such as following - + +1. How many Jr. Consultants are posts are vacant in under Dhaka division? +2. How many staffs are currently in Leave, Lien and Deputation and when they will be back to service? +3. How many Female Medical Officers are posted in all 31-Bed Hospitals under Barisal division? +4. Where to find all the relevant HR documents i.e. staff’s scanned documents, ACR records, PDS. +5. Where to see a provider’s career changes in a timeline (here, career change refers to Transfer, Promotion, Training, + Publications.. etc). +6. How to get a list of work forces who are retiring next month, or next week, or next year. +7. Based on what information planning and future projection should be done? How many staffs and of which disciplines are + required nationally. And many more ... + +Prior to HRIS, it took weeks or months to collect, compile, combine, formulate, cross-check, verify and publish such +report. Now, these answers are one click away. + +--- + + +**Resolved Consistency And Authenticity Issues** + +Without a central system consistency and quality issues like the following would continuously arise - + +1. If similar reports from different sources are obtained, they will not have uniform terminology, code or standard. +2. Aggregated values (for example - vacant and filled up counts) do not match in reports from different sources. +3. Report is not free of human errors that might have occurred during large excel manipulation, emailing, versioning, + manual computation and during merger of data from multiple files. +4. One would realize that one can only make most sense of reports that are generated by his/her own organization. + Reports that you receive from other organizations takes significant time to process and understand. + +On the other hand, Central HRIS delivers accurate and consistent report in real time with 100% uniformity. + +--- + +**Increase productivity & utilization of workforce** + +Central HRIS significantly reduces human involvement in the process of managing HR data. A minimal input or change +automatically propagates itself meaningfully across the whole hierarchy. For example - If a person is in leave, this +would automatically reflect in manpower calculation, attendance count and all other reports. An intelligent system like +HRIS reduces the chances of human error by automatically suggesting the correct operation and necessary validation. Once +HRIS takes care of the all the above, resources can be engaged in more productive activities where human involvement is +imperative and adds significant value. + +--- + +## Primary registries (Data repositories) + +HRIS stands on top of four main* databases also known as Registries + +1. **Geolocation Registry** + + * Geolocation registry stores the complete administrative area hierarchy of Bangladesh, from Division down to ward level. + All software in the health ecosystem use this single repository as a source for geolocation data. + * Geolocation registry stores the complete administrative area hierarchy of Bangladesh, from Division up to ward level . + * Facilities are placed somewhere in an administrative area. i.e.Union level Hospital. + * This registry is managed centrally and changes occur only due to new Govt orders. Like - creation of new division, merge of two unions etc. + * 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. + + +2. **Facility Registry** + + * Facility registry stores a comprehensive data about health facilities. Information includes - + * Facility type, function, ownership type. + * Administrative information + * Infrastructure details + * Major services + * Posts + * Logistics & Equipments + * Capacity & Manpower + * etc. + Other information about facility + * Level - District level, Upazila level + * Type - Administrative, Service + * Function- Academic, Training.. etc + * Ownership - Fully Government-owned, Government-Semi-autonomous + * Healthcare level - Primary, Secondary, Tertiary + * And many other attributes and information. + + + +3. **Post Registry** + + * There is a finite number of posts under the Ministry of Health. In sanctioned post registry these posts are managed. + * 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. + * A post can be empty or a provider can occupy a post by Transfer, promotion or other changes. + + +4. **Provider Registry** + + * All staffs who are employed by MoHFW belong to this registry. + * This database stores identity information, service details and expertise, academic qualifications, awards, achievement and publications of all staffs. + * Staff’s whole life history starting from joining till retirement is visible to manager. + * Staff’s leave, lien and deputation related information are all available along with scanned copy of orders. + * Staffs personal information + * Family information + * Training + * Salary and Benefits + * Educational Qualification + * Achievements + * Publications + * Presentations + * Affiliation + * Awards + * Related Files/Uploads + * Online Applications + * Transfer/Posting + * Leave + * Lien + * Additional role + * Attachment + * Noc + * Deputation + * Retirement + * Promotion + * Disciplinary action + * Death + + Many more... + + +--- + +**Access HRIS** +Use your username and password to enter HRIS. +at [https://hrm.dghs.gov.bd/](https://hrm.dghs.gov.bd/)