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Background: Human Resources Information System CHRIS) is an important tool to plan,
develop and manage the available human resource in all sectors including health.
Accordingly, Ethiopia has been implementing this system for the past couple years.
Nonetheless, reports have indicated that there are flaws in implementation.
Objectives: To assess barriers to implementation of human resource information system in
Federal Ministry of Health and its affiliated institution.
Methods: A Qualitative, phenomenological study design was used to explore the barriers to
implementation. A purposive sampling method was used to identify 20 key informants. An in-depth
interview was then carried out using semi-structured interview guide. Additional document review
and observation was also carried out. Verbatim transcription and translation of the each interview
data was analyzed thematically.
Results: Almost all institutions implemented HRIS. However the systems were not fully operational III
majority of the institutions. Lack of top leadership commitment, lack of input in terms of
infrastructure and incompatibility of software's were found to be barriers of proper implementation
and utilization.
Conclusions and recommendations: Implementation of HRIS was found to be consistent. The
system does not give a tangible assistance for HRM work flows as a result it is under utilization for
evidence-based decision making. The top leadership should also give emphasis on HRIS in order to
support data driven decision making. Providing effective trainings and supportive supervisions can
enhance implementation of HRIS and may reduce high turnover rate.
.......................................... Thesis available at ACIPH Library |
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