2nd BioMedical Informatics Symposium

Maputo, Mozambique, August 20-22, 2012

Human Resources Information

System in Mozambique
A collaborative initiative of the Ministry of Health, CEDSIF
Ministry of Finances, and Jhpiego

Devan Manharlal, Jhpiego, Mozambique

Manuel Macebe, MOH, Mozambique
Anny Sarea, CEDSIF/MF, Mozambique

The development of the Human Resources

Information System in Mozambique is
implemented with the technical assistance of
Jhpiego and the support of PEPFAR through the
Centers for Disease Control and Prevention
(CDC)

Background
2008: National Human Resources
Development Plan 2008-2015: establishes the
need of substantially improving the
information available on HRH in the country
2010: The MOH implements an assessment of
HRH information systems, conducted by
Jhpiego

Assessment main findings

Health managers expressed different needs in
the areas of HRH planning, production, and
management
Several systems collecting HRH information:
Personnel Information System SIP (Min. of Public
Function) Access
eSISTAFE/eCAF (Min. of Finances) web
HIS/Basic Module (Min. of Health) Access

Personnel Information System

eCAF

Assessment main findings (2)

Current systems:
Were not up-to-date
Did not include all of the information required
for HRH management
Inaccuracies and potential duplication of data
Information was not consistent among the
systems

Assessment main findings (3)

Major initiatives in process of implementation:
The electronic National Human Resources
Management System SNGRHE (part of the
Reform and Modernization of the Public
Administration)
The MOH HIS Enterprise Architecture

Recommendation
Proposal to develop a new HRIS: eHRIS-Health
(eSIP-Sade)
Proposal approved by the Minister of Health
Consultative Council in Nov 2010

Proposal
Develop a eHRIS (eSIP-Sade) able to satisfy the
MOH requirements and compatible with the
broader government systems and the MOH HIS
Built as an extension of the National Human
Resources Management System (SNGRHE)
Internally, integrated as a component of the MOH HIS
(HIS Enterprise Architecture)

National Human Resources Management System

Development of the HRIS/eSIP-Sade

MPF

eCAF
MF
eSISTAFE
CEDSIF

HRMS Project
Team

eFolha

MOH

Education

Science & Tech

Interior

Defense

Security

Finance

P. Function

Admin. Trib.

eVisto

Phases
Phase 1: Who we are? A data-base of all health workers
(MOH) with a unique identifier; and Where we are? A
linkage with the MOH data-base of health units
Phase 2. How do we progress? Includes the personnel
movements
Phase 3. What do we do? Link the data-bases of phase 1
with the MOH routine information systems to capture a
selected number of healthcare provision indicators
Phase 4. How to improve? Includes the validation of a set
of indicators for allocation, monitoring, and evaluation of
HRH

Main Integrations of eSIP-Sade

Health
Information
System

eCAF extension for Health

Workers
(type)

Colaboradores

Agentes
Funcio
nrios

eCAF extension
for Health
eCAF

Existing fields in
eCAF

Health units;
++

Data
Fields

Implementation process Phase I

Component Extension of e-CAF
database with additional
1
fields

Training

Specification
Uses cases

Test &
Validation

Development

Component Extension of e-CAF

database to include
2
collaborators information

Component Health Units Registry in

coordination with MOH
3
DIS

Multi-sectoral team

MOH
- HRD

MOH
- HIS

MF Cedsif

MPF

eSip Sade

Infra-structure
Jhpiego conducted a complementary assessment
of the HR staff technical knowledge and working
conditions (equipment, etc.) needed to
implement the HRIS at the district level
Human resources, connectivity, data-center,
equipment, and training will be gradually
implemented, linked to the expansion of the
HRMS
Work will also involve cooperation partners
working at the national, provincial, and district
levels

A Collaborative work
Interministerial
MOH-DRH

MOH
Partners
Jhpiego

MOH
Directorates
MOH-DRH

CTB
MFP

CHAS-SMT

MOH-DPC

FHI360
MF-Cedsif

EGPAF

MOH-DAF

Human Resources for Health Observatory (ORHS)

In collaboration with Danidas project we have
produced 1st Yearbook of HRH 2010.
The 1st Yearbook of HRH 2010 was one of the main
products in the launch of the ORHS (ORHS is supported
by WHO)
The HRIS project is an important tool for the ORHS
http://www.misau.gov.mz/pt/observatorio_orhs

Transition period

SIP

Accessbased
system

Partially
operating

Data-collection Provincial data-bases,

improved
use of Pentaho

SIP and
eSip-Saude
working in
parallel

SIP data-bases
update data

Transition period

eSipSaude

Deploy and data

update process

+++

+++
e-Caf extension

payroll

eSip-Saude under development

lifecycle

lifecycle
payroll
e-CAF

eSip-Saude installed

Training program in MOH-HRD

1

Training of trainers

Training in
administrative task

Planning &
Budgeting

Monitoring &
evaluation

SIP
Workforce Database

e-CAF

training of
SDSMAS technician

Sip
regional
training

Inhambane

Pemba
Beira

3
e-CAF training

Entry

Promotion,
Transfer,
Retirement,

Pilot training
Training of trainers
Provincial training

Training program in MOH-HRD

1 Training in
administrative task

Training location

SIP
Regional Training

Training of trainers

e-CAF
Training

Use of Pentaho (Business Inteligence)

Provincial SIP
database
Source: Provinces

Ms-Access

Centralization of data
sources

Access control

eCAF Database

PENTAHO
(ETL
component)
Authentication
- security

Source: Central database Oracle

SIFo data-base

Source: Central database

Data collected for
Annual HRH report

Source: Provinces

SQLServer

Excel Files

Availability of reports
- Dynamic
- Graphic
- Standardized
- Personalized
- Excel/PDF/Internet

PENTAHO
(Reporting
component)

2nd Yearbook HRH 2011

P
r
o
v
i
n
c
e
s

D
i
s
t
r
i
c
t
s

Based on Excel files

Comparing SIP Data

After SIP Training

Before SIP Training

Comparing SIP and Annual Report

Julho 2012
Provncia
Total
Cabo Delgado
Gaza

Dados correntes
26,821
2,806

Setembro 2011 Dezembro 2011

HRH 2011 Annual
report
24,584
35,790
2,697
2,418
2,404
2,000

Dados historicos

HCM
Inhambane
Manica
Maputo-Cidade
Maputo Provncia
Nampula
Niassa

3,098
2,837
2,436

2,696
1,717

2,305
5,928

2,163
5,570
2,384

2,079
2,131
2,640
2,202
5,728
1,831

1,052

1,199

Orgo Central
Sofala

4,132

3,764

Tete

2,230

1,948

Zambzia

4,147

3,901

4,752

Connectivity for SIFIn

INTIC authorizes the use of the eGov platform
(CPRDs) connectivity and Datacenter Housing
and System Hosting
TDM establishes the communication
Televisa makes the cable/optic fiber
connections with the training institutes
MOH provides the PSIS
6 training institutions connected (out of 13)
eGov network reaches +/- 65 districts (out of 146)

Lessons learned
HRIS should not be developed in a silo, isolated from other
national initiatives (within the MOH and others)
Inter-institutional coordination creates synergies and
efficiency
A proper software architecture that allows for the integration
and interoperability with other systems is mandatory
Aspects such as human resources, connectivity and
infrastructure have to be taken into consideration
There is a need of strengthening knowledge on routine HRH
activities in addition to the training in the utilization of the
system
The HRIS should not be seen as a database of health workers
but as a HR management support tool
Support from the institutional leadership is essential

Thank you
Obrigado
Kanimambo