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

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      113. What is the scope of the Human Resources for Health work?

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      114. What sort of initial information to gather?

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      115. Is special Human Resources for Health user knowledge required?

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      116. What are the tasks and definitions?

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      117. When is the estimated completion date?

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      118. Who are the Human Resources for Health improvement team members, including Management Leads and Coaches?

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      119. How would you define the culture at your organization, how susceptible is it to Human Resources for Health changes?

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      120. Is the team equipped with available and reliable resources?

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      121. When is/was the Human Resources for Health start date?

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      122. What are (control) requirements for Human Resources for Health Information?

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      123. Is Human Resources for Health currently on schedule according to the plan?

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      124. How have you defined all Human Resources for Health requirements first?

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      125. Are all requirements met?

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      126. Is the improvement team aware of the different versions of a process: what they think it is vs. what it actually is vs. what it should be vs. what it could be?

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      127. Does the scope remain the same?

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      128. What key stakeholder process output measure(s) does Human Resources for Health leverage and how?

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      129. Has a high-level ‘as is’ process map been completed, verified and validated?

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      130. What knowledge or experience is required?

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      131. Do you have organizational privacy requirements?

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      132. Has anyone else (internal or external to the group) attempted to solve this problem or a similar one before? If so, what knowledge can be leveraged from these previous efforts?

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      133. How do you manage unclear Human Resources for Health requirements?

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      134. Are different versions of process maps needed to account for the different types of inputs?

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      135. How do you catch Human Resources for Health definition inconsistencies?

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      136. How was the ‘as is’ process map developed, reviewed, verified and validated?

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      137. What are the boundaries of the scope? What is in bounds and what is not? What is the start point? What is the stop point?

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      138. How are consistent Human Resources for Health definitions important?

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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 #3: MEASURE:

      INTENT: Gather the correct data. Measure the current performance and evolution of the situation.

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

      5 Strongly Agree

      4 Agree

      3 Neutral

      2 Disagree

      1 Strongly Disagree

      1. What are the Human Resources for Health key cost drivers?

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      2. Do you have an issue in getting priority?

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      3. What happens if cost savings do not materialize?

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      4. How will effects be measured?

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      5. What are the current costs of the Human Resources for Health process?

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      6. How are costs allocated?

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      7. Why do you expend time and effort to implement measurement, for whom?

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      8. What would it cost to replace your technology?

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      9. How do your measurements capture actionable Human Resources for Health information for use in exceeding your customers expectations and securing your customers engagement?

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      10. What causes innovation to fail or succeed in your organization?

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      11. Was a business case (cost/benefit) developed?

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      12. What can be used to verify compliance?

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      13. What are the types and number of measures to use?

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      14. How can you measure the performance?

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      15. How do you quantify and qualify impacts?

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      16. Are Human Resources for Health vulnerabilities categorized and prioritized?

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      17. Do you have any cost Human Resources for Health limitation requirements?

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      18. Have you included everything in your Human Resources for Health cost models?

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      19. Do you aggressively reward and promote the people who have the biggest impact on creating excellent Human Resources for Health services/products?

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      20. How will measures be used to manage and adapt?

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      21. Do the benefits outweigh the costs?

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      22. When should you bother with diagrams?

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      23. How can you manage cost down?

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      24.