Human Resources For Health A Complete Guide - 2020 Edition. Gerardus Blokdyk

stakeholder strategy?

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      57. Do you have/need 24-hour access to key personnel?

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      58. What needs to be done?

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      59. Who are your key stakeholders who need to sign off?

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      60. To what extent does each concerned units management team recognize Human Resources for Health as an effective investment?

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      61. How can auditing be a preventative security measure?

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      62. For your Human Resources for Health project, identify and describe the business environment, is there more than one layer to the business environment?

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      63. What situation(s) led to this Human Resources for Health Self Assessment?

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      64. Think about the people you identified for your Human Resources for Health project and the project responsibilities you would assign to them, what kind of training do you think they would need to perform these responsibilities effectively?

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      65. Would you recognize a threat from the inside?

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      66. What vendors make products that address the Human Resources for Health needs?

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      67. Does Human Resources for Health create potential expectations in other areas that need to be recognized and considered?

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      68. What are the Human Resources for Health resources needed?

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      69. Do you recognize Human Resources for Health achievements?

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      70. What information do users need?

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      71. How many trainings, in total, are needed?

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      72. Do you need different information or graphics?

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      73. What should be considered when identifying available resources, constraints, and deadlines?

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      74. How do you recognize an objection?

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      75. What is the extent or complexity of the Human Resources for Health problem?

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      76. Are you dealing with any of the same issues today as yesterday? What can you do about this?

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      77. Will new equipment/products be required to facilitate Human Resources for Health delivery, for example is new software needed?

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      78. Whom do you really need or want to serve?

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      79. What prevents you from making the changes you know will make you a more effective Human Resources for Health leader?

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      80. Who else hopes to benefit from it?

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      81. What problems are you facing and how do you consider Human Resources for Health will circumvent those obstacles?

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      82. Are losses recognized in a timely manner?

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      83. Who needs to know?

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      84. As a sponsor, customer or management, how important is it to meet goals, objectives?

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      85. What Human Resources for Health events should you attend?

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      86. Will it solve real problems?

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      87. Are employees recognized or rewarded for performance that demonstrates the highest levels of integrity?

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      88. What are the clients issues and concerns?

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      89. Are there any specific expectations or concerns about the Human Resources for Health team, Human Resources for Health itself?

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      90. How do you recognize an Human Resources for Health objection?

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      91. What training and capacity building actions are needed to implement proposed reforms?

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      92. Are controls defined to recognize and contain problems?

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      93. What are the expected benefits of Human Resources for Health to the stakeholder?

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      94. How much are sponsors, customers, partners, stakeholders involved in Human Resources for Health? In other words, what are the risks, if Human Resources for Health does not deliver successfully?

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      95. Are there regulatory / compliance issues?

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      96. Who should resolve the Human Resources for Health issues?

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      97. What does Human Resources for Health success mean to the stakeholders?

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      98. Have you identified your Human Resources for Health key performance indicators?

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      99. Is the need for organizational change recognized?

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      100. Are your goals realistic? Do you need to redefine your problem? Perhaps the problem has changed or maybe you have reached your goal and need to set a new one?

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      101. Are there Human Resources for Health problems defined?

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      102. Do you need to avoid or amend any Human Resources for Health activities?

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      Add up total points for this section: _____ = Total points for this section

      Divided by: ______ (number of statements answered) = ______ Average score for this section

      Transfer your score to the Human Resources for Health Index at the beginning of the Self-Assessment.

      CRITERION #2: DEFINE:

      INTENT: Formulate the stakeholder problem. Define the problem, needs and objectives.

      In my belief, the answer to this question is clearly defined:

      5 Strongly Agree

      4 Agree

      3 Neutral

      2 Disagree

      1 Strongly Disagree

      1. How do you hand over Human Resources for Health context?

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      2.