Literature Review - Review on Hris and Need for a Hris for Nurses in Public Health Sector in Sri Lanka

Joint Commission. (2010). Management of Human Resources. CAMH: Comprehensive Accreditation Manual for Hospitals, Hr-1 - HR-10.

Human Resource managers, and other key personnel, now have full access to the HRIS system. They will spend a quick week in their own training, acclimating themselves with the quirks of the system and becoming comfortable with common tasks. After this week has passed then a full, company wide training will take place, with the goal of accomplishing two tasks. First, to inform employees of the new HRIS system and some of it’s key features. Second, to set expectations among employees of what their responsibility and interaction with the new system will consist of. A brief mention of some of the high level

The challenges associated with the HRM i.e. human resource management includes the distribution and composition of health care work force. In addition to this, the issues related to the training of the work force are also a challenge for the human resource management. The relocation of the health workers is also a great concern. Moreover, the degree of economic development is also a great challenge that negatively impacts the level of performance shown by a health care organization. These challenges must be addressed properly in order to have an effective health care delivery anywhere in the world.

It is important to understand the history of how the healthcare industry decided to embrace the use of computer databases. Typically healthcare was often the last to employ new technology; especially when it came to assembling and disseminating data. As a Director of HIM (Health Information Management) it would be beneficial to remember this as there will undoubtedly be some resistance when attempting to implement new and improved systems to track everything from patient outcomes and laboratory tests to prescriptions and medications.

The new Human Resources Information System (HRIS) architecture will be congruent with the existing Information Technology (IT) infrastructure. Technical support will be directed and implemented from the San Jose office. Our proposal recommends a three phase approach to implementation. In the First Phase (1P), HRIS baseline requirements and increased Human Resource utility will be launched at the Riordan Corporate office in singular virtual network. Phase Two (P2) implements the HRIS baseline requirements throughout the United States. Phase Three (P3) implements the HRIS throughout the enterprise worldwide.

The end of chapter questions in this assignment consists of context from chapters 8-11. However, these end of chapter questions deals with the content in Chapter 11. This chapter deals with managing Health Management Information System Projects. The focus of this content is to discuss the HMIS implementation process, and examine the benefits and challenges of the HMIS.

The study focused on issues with the Information Communication Technology infrastructure and knowledge of the participants in the study. According to the article, the results of the study revealed that the ICT infrastructure in place was inadequate for e-health implementations due to other pre-existing challenges (Ouma & Herselman 2008). Some of the previous challenges included, lack of computer equipment, lack of computer skills, internet connection, out-dated and unreliable equipment, lack of broadband connection, fear of computers and many more. An overall conclusion of the study revealed that previous mentioned challenges should be addressed in the case of rural hospitals. The plan to meet the challenges was to enforce extensive training for management to educate organizations about e-health implementation.

Their goal is to assist health care professionals manage and maintain personal health information to provide better health quality to the public, and is currently focusing on implementing electronic health record (EHR) systems as an attempt to standardize and improve efficiency in moving patient information to numerous medical facilities. AHIMA works together with another major, non-profit organization, the Health Information and Management Systems Society (HIMSS), which was created in 1961 and boosted industry knowledge and productivity by incorporating the scientific management teachings of Frederick Winslow Taylor and Frank Bunker Gilbreath,

The main purpose of the GenRays’ HRIS project is to replace the primitive legacy system by centralizing and streamlining Human Resource’s (HR) functions, and improving the current HR processes while facilitating growth and saving money across the organization.

It is true that "information and information exchange are crucial to the delivery of care on all levels of the health care delivery system the patient, the care team, the health care organization, and the encompassing political-economic environment" (Reid et al., 2013, p 63). Information systems play a huge role in health care in the contemporary context, although they had a much more limited role in the past, and even twenty years ago HCIS systems were nowhere near as complicated or as multi-faceted as they are today. As the need for dynamic and holistic care has increased in recent years, so has the adaptation of HCIS systems which streamline both administrative and clinical processes, making health care more efficient on a much larger scale.

I (Karthik Jayaram) have worked in healthcare domain for the past 9 years. I was the chief technologist for health information technology. I have worked with a medical supply chain management company. Drawing experience from the field and the perspective on health care industry’s most topical issues,

Human Resource information system helped this company when they had the issue of dealing with a reduction in force. The HRIS included a comprehensive database and measurement tools to identify how the redirections would impact the company. With the HRIS, Rio Tinto was able to retain their highly skilled employees. The HRIS helped the company perform an efficient reduction in force. The role of HRIS in an organization is to make organizing and planning easier for management (Mathis et al., 2014, p. 23). The database that the HRIS provides, allows managers to see where they can eliminate employees that are not providing productivity to the organization. A HRIS can help an organization to plan their HR cost more effectively. This is because this system can have information about management, accounting, and payroll. According to Mathis et al. (2014) “The first purpose of HR technology is to improve the efficiency with which data on employees and HR activities are compiled” (p. 23). Making decisions in HR should become for efficient while using an

Health information management involves the practice of maintaining and taking care of health records in hospitals, health insurance companies and other health institutions, by the use of electronic means (McWay 176). Storage of medical information is carried out by health information management and HIT professionals using information systems that suit the needs of these institutions. This paper answers four major questions concerning health information systems.

I have chosen to study Biomedical Informatics at Rutgers University because I would like to pursue a career in the research, development and teaching of methodologies, processes and tools that improve the efficiency and effectiveness of information flow as well as usage in the healthcare setting. This is important in order to improve health outcomes through information system in both the private and public sector of the healthcare.

The importance of human resources to the delivery of healthcare has kept growing over time and HR has become intrinsically important to the delivery of efficient and effective health care. At this point the organizations which have managed their human capital successfully and effectively have been able to serve their patients effectively(Kabene et al, 2006). In a scenario where the health care sector is faced with major human resource related issues the HR has a major opportunity to become a