Capacity building and Training: A process of change management

1
Capacity building and TrainingA process of
change management

• Group 3
• Ercilia, Arniel, Yashik, Maurice, Ineke, Arthur

2
Background

• HR is fundamental problem of HMIS
• High level political buy-in, commitment needed
• Clearly articulated, coherent Vision, Mission,
  Policy
• Decentralisation of authority, training
• Respect for staff contribution
• Training should come after HMIS review process
• one coherent training process
• HMIS Team strengthened at all levels
• Need for gender perspective at all levels
• NEED COORDINATED, REGIONAL APPROACH

3
Motivation for training

• HMIS is part of Change management Process
• Healthy Information system
• Data for decision making
• Empowerment, understanding
• knowledge is power
• Must be taught to DO something,
• Start with Low hanging fruits
• Part of work ethic
• Job descriptions,
• monitoring process
• Give sense of Responsibility, Achievement
• Motivation, Positive feedback , Respect
• Focus on MDGs at local level reward team
• Performance appraisal
• Incentives difficult issue
• Reward team for submitting quality data (Zambia)
• Payment for performance (Tanzania)

4
Problem? Solution?
5
How to train?

• Start with Needs analysis
• What can we, with ICT do for YOU?
• How can YOU improve YOUR WORK situation,
  practices
• Team of HMIS trainers
• Supervisors to be trainers
• Involve local training Institutes
• Practical, work-based, hands-on training
• Part of work culture mandatory information use
• Continuous follow up
• Positive, appreciative attitude
• Pre-service Training (Doctors, Nurses, Tecnicos)
• Different Types of training
• Practical - Supervisors, Managers
• Technical - Training institutes
• Academic - Universities

6
Who needs training? Large numbers of people need
training

• Short, medium, long term planning
• Different levels all should be trained
• (again and again)
• 1500 facilities 2-10 (more _at_hosp)10,000
• 128 districts 5 640
• 11 Provinces 10 110
• MISAU 300 300
• Different categories
• Planners, Policy makers,
• Lecturers, Trainers
• Managers, supervisors,
• ICT specialists
• Data Collectors - Doctors, Nurses,
• Community

7
Different types of training

• Leadership
• Mid level managers
• ICT users
• Data collectors
• Community

• Policy, Planning
• Supervision
• computer use
• Form filling,
• Self assessment
• Monitoring
• Quality assurance

8
Data collection 20 forms

• Need to realise importance of data
• Train for future
• Pre-ICT data training
• Collect data immediately
• Quality control daily
• Self assessment
• Facility Meetings
• Graphing
• Feedback to staff and public
• Visible results (Printouts, Graphs)
• Sharing of data
• Supervision support process
• Recommendation best / most improved districts
  (?)

9
Supervisors Integrated approach

• Use data as part of integrated supervision
• Focus on local achievement of MDGs
• Vertical Program managers look at other
  programs
• General approach to quality assurance
• Training in Supportive Supervision
• Appreciative, positive attitude
• Understand causes of problems
• Link quantitive, qualitative data, indicators
• Relate to annual, quarterly plans

Supervision Use data as integral part of
supervision
10
Information, Communication Technology

• District level data entry on computers
• Quality control
• Reports
• Feedback
• Graphs
• Program specific analysis (MDGs)
• Use of internet
• Maintenance culture
• Hard software
• Antivirus
• Continuous Education
• Program Information, Guidelines, Protocols