The Ministry of Health and Family Welfare (MoHFW) is implementing a range of reform measures to strengthen the resilience, efficiency, and equity of the health system in line with the recommendations of the Health Reform Commission (2025). These reforms aim to align Bangladesh’s health system with the principles of equity, participation, and accountability ensuring that health is realized as both a constitutional right and a public good. In this regard, the Ministry has prepared a comprehensive proposal titled “Health Sector Transformation in Bangladesh”, outlining the strategic priorities, implementation modalities, and expected outcomes of the reform agenda. The proposal emphasizes eight key strategi areas including governance and institutional reform, primary healthcare restructuring, workforce planning, financial sustainability, digital transformation, medicine regulation, documentation of transition strategies, and stakeholder communication.
The Ministry seeks the technical and strategic partnership of the World Health Organization (WHO) to support the implementation of these reform initiatives. WHO will provide technical assistance, policy advice, and coordination support to ensure that the reform measures are effectively implemented and aligned with global best practices in health system strengthening.
The purpose of this consultancy is to provide technical assistance to the Ministry of Health and Family Welfare (MOHFW) and relevant stakeholders in developing a comprehensive implementation plan for an automated HR system through application of existing central Human Resource Information System(HRIS).
Objectives of the Assignment
Review the current status, structure, and functionalities of the existing central HRIS.
Map existing HR management functions (especially transfer and posting processes) and workflows across MOHFW and its directorates.
Identify HR functions suitable for automation (especially promotion criteria, transfer, posting processes) within the central HRIS platform.
Develop a detailed implementation plan outlining steps, timelines, and responsibilities for automation of HR functions.
Recommend strategies for institutionalization, capacity building, and sustainability of the automated HR system.
The consultant will be responsible for carrying out the following tasks:
Review and Assessment
Review existing HR policies, procedures, and digital tools currently in use across relevant directorates.
Assess the current functionalities, data architecture, and capacity of the existing central HRIS.
Identify system gaps, redundancies, and potential integration points.
Mapping of HR Processes
Document current HR management workflows (e.g., recruitment, posting, transfer, promotion, leave, and training management).
Provide special focus on setting promotion criteria (such as seniority, educational qualification and credentials, service length, rural and urban service, etc.), transfer and posting criteria.
Identify bottlenecks and manual processes that can be automated.
Identification of Automation Opportunities
Recommend specific HR functions and sub-functions suitable for automation within the existing HRIS framework.
Define technical and administrative prerequisites for automation (data, connectivity, security, governance).
Development of Implementation Plan
Develop a detailed roadmap for automation of HR functions through the central HRIS, including:
Step-by-step activities and deliverables
Timeline and milestones
Institutional roles and responsibilities
Required resources and capacity needs
Risks and mitigation measures
Prepare a logical framework (results matrix) for implementation monitoring.
Validation and Finalization
Present the draft implementation plan to MOHFW and stakeholders for validation.
Incorporate feedback and finalize the implementation plan.
Expected Deliverables:
Sl. No.
Activities
Deliverables
Timeline
1
Inception and Desk Review –
Conduct an inception meeting, finalize methodology, and prepare detailed work plan outlining scope, approach, and milestones for HR automation planning.
Inception Report and Desk Review –
Detailed work plan and methodology describing key steps, data sources, and analytical framework.
Day 1-5
2
HR Process Mapping and Documentation – Review and document existing HR workflows, including recruitment, promotion, transfer, and posting processes, and assess current digital systems and interoperability gaps.
HR Process Mapping Report (Existing Situation) –Comprehensive documentation of current HR processes and digital ecosystem, identifying process inefficiencies and data flow gaps.
Day 6-15
3
Development of Draft Implementation Plan – Design a detailed plan for automating HR functions through a centralized HRIS, covering workflow automation, integration requirements, and functional modules (promotion, transfer, posting, etc.).
Draft Implementation Plan - Structured plan for HR function automation with proposed timelines, responsibilities, and digital architecture recommendations.
Day 16-25
4
Stakeholder Consultation and Validation Workshop – Facilitate consultation sessions with MoHFW, HR units, ICT cell, and partners to validate the draft implementation plan and incorporate feedback.
Validation Workshop Report – Summary of stakeholder discussions, feedback, and key recommendations incorporated into the final report.
Day 26-32
5
Finalization and Submission – Revise and finalize the implementation plan integrating feedback, outlining roadmap, responsibilities, capacity-building needs, and sustainability strategy.
Final Report – Finalized and approved implementation plan with clear roadmap, institutional responsibilities, and sustainability framework.
Day 33-40
