Project Name: Implementing Hospital Information System (HIS)
Client : Khwaja Yunus Ali Medical College & Hospital (KYAMCH)
Address : Enayetpur Sharif Sirajgonj, Bangladesh
E-mail : email@example.com
Web : www.kyamch.org
This paper specially highlights Technical and cultural issues that we faced while implementing Hospital Information System software solution in KYAMCH.
Khwaja Yunus Ali Medical College & Hospital (KYAMCH) is a not profit general hospital serving millions of people from distant place, Sirajgong. Objective behind establishing a world class standard hospital in a remote area can not be stated in a single word. Rather numerous reasons motivated to establish the hospitals in remote place. Objectives are as follows:
- To materialize the prophecy of the great Saint Hazrat Khwaja Yunus Ali (R)
- To give equal access of state of art medical facility to millions of deprived people living in urban semi urban and rural area of the country.
- To create awareness about health and hygiene among the mass population
- To establish undergraduate and post graduate medical education center at a pollution free environment
- Expand the facility of Distance Learning Telemedicine through internet in rural area
- To decentralize the health facility into rural area and break the taboo of establishment of tertiary medical facilities in City areas only
- To create gender and race equal job opportunity in rural area
- To create Replication scope
ATI Limited preliminary faced two types of obstacles while implementing ERP solution in KYAMCH.
- Technical / Business Issues
- Corporate Culture
There are very attractive reasons for going ERP Benefits include:
- A single system to support rather than several small and different systems
- A single applications architecture with limited interfaces
- Access to best practice systems and procedures
- More integration hence lower costs
- More “automation” of tasks Generic Costs and Impacts
But it was not an easy task to implement ERP solution in KYAMCH. It was not easy to estimate budget in all section. Consequently, wide gap between estimated budget and real cost incurred.
Users need to become more computer literate. But say honestly many people had phobia to use computer. They did not want to give up paper based practice and go for full automation. Besides some people were thinking of loosing jobs at the advent of computerization even though they had the ability to cope up. Many new things should be learnt in a very short time. People using the old system also became reluctant to learn new things. Specially some of old aged people were dead against implementing new system in the organization. We had to give them job assurance and showed people how computerization eases their job. Finally, we built up confidence level among the employees.
The raining did not only include out reference manual and user manual only rather it covered basic features of computer to boost up their confidence level. We also tried to give emphasis on female employees so that female computer literacy rate goes up.
The word Enterprise in ERP means that whatever happens in one area has a ripple effect in other areas. Understanding the implications of actions of one area, on other areas of the company, is not something that happens overnight. Training tends to focus on how I do my job. But our training also focused on what are the impacts of every ones job, in other areas.
As everyone is affected to every ones activity, we should make sure of the best utilization of the system. If stock is removed from the computer system, the stock should also be removed physically from the stock (vice versa). Other wise data integrity will be lost and people blame the whole system. We discussed the pros and cons of the system so that personnel became aware of the system or have a rough idea about the system.
Corporate culture is always underestimated and never over estimated by most of the managers. We also faced the same problem as other managers do.
Corporate Culture is a combination of two things.
- The type of people who are employed by a company. Their personal values, skills, habits etc.
- The way the organization works. The focus, decision making process, attitude to staff, stability, etc.
Both feed off one another. Job applicants who feel aligned with the way the organization works and comfortable with the style of person who interviews they will likely get the job, and perpetuate the Culture.
Staff needs to change their focus from their own job, to the whole organization. What they do in their area has impacts in places they may never have envisaged. Some people were not prepared to make the change and left of their own volition and some asked to leave.