Technical Brief: iHRIS in Senegal

To address this need, the MSAS implemented the iHRIS Manage system in 2014 with the support of the CapacityPlus Project, funded by the United States Agency for International Development (USAID), and the Human Resources Department (DRH). The pilot phase of the iHRIS software was conducted in two regions (Kaolack and Kolda) and the Central Level. The platform was introduced in four phases: preparatory phase, implementation of the pilot project, evaluation of the pilot phase, and scale-up of enrollment to the remaining 12 regions. A task force was established to oversee the implementation of the system, comprising programmers, central level managers, training focal points, and the Senegalese IT Agency. The iHRIS software was initially deployed in all regions, but major problems were identified, including non-use of the software by focal points, poor quality data, and lack of definition of roles and responsibilities. Due to these issues, the iHRIS software was not used for decision-making in human resource management. In response, the MSAS started the process of revitalizing the iHRIS software in 2017, beginning with the strengthening of equipment and collaboration with key partners. During the revitalization, several interventions were carried out to improve the functionality of iHRIS. A technical evaluation of the system identified problems with automatic report generation, server suitability, outdated software version, and lack of a test server. To address these issues, a new server was purchased, a customized version of the software was developed, and automatic report generation was implemented. The revitalization also involved harmonization of common parameters and nomenclatures across different health information systems, including iHRIS, Health Card, and DHIS2. This was achieved by using the main directory of health structures, the Master Facility List, to facilitate comparison of data at national, sub-regional, and international levels. Retraining and support were provided to human resource focal points, including initial training and retraining after the tools were revised and the platform functionality was improved. Supervision missions were also conducted to strengthen the ownership of iHRIS by stakeholders, identify difficulties, and improve engagement of focal points. The revitalization of iHRIS has led to improved use of HRH data at all levels, including the use of data to inform decision-making. The MSAS has implemented the winning couple strategy, which consists of staffing trained child health nurses and midwives in all health centers. Using iHRIS, the national focal point identified health centers that did not have the nurse/midwife couple and took this into account during recruitment and staff transfers. Additionally, the iHRIS focal point at Kaolak Regional Hospital analyzed human resources data to identify a gap in medical imaging technicians. This led to the Hospital Director advocating to the Board of Directors to resolve the gap, resulting in reduced wait times for patients. The revitalization of iHRIS has also led to improved enrollment rates, with 91% of focal points using the software regularly in 2021, up from 61% in 2017.