Division of Global HIV/AIDS, Center for Global Health, Centers for Disease Control and Prevention, 1600 Clifton Road, MS-E41, Atlanta, GA 30333, USA.
Hum Resour Health. 2012 Apr 30;10:7. doi: 10.1186/1478-4491-10-7.
Although attainment of the health-related Millennium Development Goals relies on countries having adequate numbers of human resources for health (HRH) and their appropriate distribution, global understanding of the systems used to generate information for monitoring HRH stock and flows, known as human resources information systems (HRIS), is minimal. While HRIS are increasingly recognized as integral to health system performance assessment, baseline information regarding their scope and capability around the world has been limited. We conducted a review of the available literature on HRIS implementation processes in order to draw this baseline.
Our systematic search initially retrieved 11 923 articles in four languages published in peer-reviewed and grey literature. Following the selection of those articles which detailed HRIS implementation processes, reviews of their contents were conducted using two-person teams, each assigned to a national system. A data abstraction tool was developed and used to facilitate objective assessment.
Ninety-five articles with relevant HRIS information were reviewed, mostly from the grey literature, which comprised 84 % of all documents. The articles represented 63 national HRIS and two regionally integrated systems. Whereas a high percentage of countries reported the capability to generate workforce supply and deployment data, few systems were documented as being used for HRH planning and decision-making. Of the systems examined, only 23 % explicitly stated they collect data on workforce attrition. The majority of countries experiencing crisis levels of HRH shortages (56 %) did not report data on health worker qualifications or professional credentialing as part of their HRIS.
Although HRIS are critical for evidence-based human resource policy and practice, there is a dearth of information about these systems, including their current capabilities. The absence of standardized HRIS profiles (including documented processes for data collection, management, and use) limits understanding of the availability and quality of information that can be used to support effective and efficient HRH strategies and investments at the national, regional, and global levels.
尽管实现与健康相关的千年发展目标依赖于各国拥有足够数量的卫生人力资源以及这些人力资源的适当分布，但对于用于监测卫生人力资源存量和流动情况的系统（即人力资源信息系统）的全球了解却微乎其微。虽然人力资源信息系统越来越被认为是卫生系统绩效评估的组成部分，但世界各地关于其范围和能力的基准信息一直有限。我们对人力资源信息系统实施过程的现有文献进行了综述，以绘制这一基准。
我们的系统搜索最初在四种语言的同行评议和灰色文献中检索到 11923 篇文章。在选择那些详细描述人力资源信息系统实施过程的文章后，由两名研究人员组成的团队对其内容进行了审查，每个团队负责一个国家系统。开发了一个数据提取工具，用于促进客观评估。
审查了 95 篇具有相关人力资源信息系统信息的文章，这些文章主要来自灰色文献，占所有文件的 84%。这些文章代表了 63 个国家的人力资源信息系统和两个区域综合系统。尽管很大比例的国家报告了生成劳动力供应和部署数据的能力，但很少有系统被记录为用于人力资源规划和决策。在所审查的系统中，只有 23%明确表示它们收集劳动力离职数据。在经历人力资源短缺危机水平的国家中（56%），大多数国家没有报告其人力资源信息系统中关于卫生工作者资格或专业认证的数据。
尽管人力资源信息系统对于循证人力资源政策和实践至关重要，但关于这些系统的信息却很少，包括其当前的能力。缺乏标准化的人力资源信息系统档案（包括数据收集、管理和使用的记录流程）限制了对可用于支持国家、区域和全球各级有效和高效人力资源战略和投资的信息的可用性和质量的理解。
