Tursunbayeva Aizhan
eHealth Research Group, Usher Institute of Population Health Sciences and Informatics, The University of Edinburgh, Teviot Place, Edinburgh, EH8 9AG, UK.
BMC Health Serv Res. 2019 Apr 29;19(1):268. doi: 10.1186/s12913-019-4068-3.
Concern among the public and policymakers about current and future major staff shortages is increasing. Strengthening Human Resource (HR) practices and adopting HR technologies such as Human Resource Information Systems (HRIS), that can collect, store and report workforce data are often described as a potential solution to this problem. Indeed, examples from other industries show that HRIS can help to launch or manage, as well as provide ongoing insights concerning the whole career cycle of an employee. However, few of the existing studies that discuss technology or its impacts on the future of work have focused on health organizations, and those that do have not received sufficient attention in health literature. Furthermore, such contributions as there have been have either prioritized a particular type of technology or focused mainly on the effect of automation on health professionals' work. They have thus overlooked the full range of possible uses of these technologies and, specifically, have neglected the topic of HR for Health (HRH) management in health organizations. The primary aim of this paper is to address this lacuna, with specific reference to the existing categorization of HR technological disruptions. To conclude, health organizations and the health and HR professionals who work within them need to use HRIS responsibly, finding a balance between the drive for innovation, productivity and efficiency and respect for all potential legal, ethical and compliance issues, as well as taking account of the importance of HRH wellbeing and satisfaction.
公众和政策制定者对当前及未来严重的人员短缺问题愈发担忧。加强人力资源（HR）实践并采用人力资源技术，如能够收集、存储和报告劳动力数据的人力资源信息系统（HRIS），常被视为解决这一问题的潜在方案。事实上，其他行业的案例表明，HRIS有助于启动或管理员工的整个职业生涯周期，并持续提供相关见解。然而，现有的讨论技术及其对未来工作影响的研究中，很少有聚焦于卫生组织的，而即便有涉及，在卫生文献中也未得到足够关注。此外，已有的相关研究要么侧重于某一特定类型的技术，要么主要关注自动化对卫生专业人员工作的影响。因此，这些研究忽略了这些技术的所有可能用途，尤其忽视了卫生组织中卫生人力资源（HRH）管理这一主题。本文的主要目的是填补这一空白，特别参考现有的人力资源技术干扰分类。总之，卫生组织以及在其中工作的卫生和人力资源专业人员需要负责任地使用HRIS，在推动创新、提高生产力和效率与尊重所有潜在的法律、道德和合规问题之间找到平衡，同时考虑到卫生人力资源的福祉和满意度的重要性。
