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

What is the total fixed cost?

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      25. Does the Human Resources for Health task fit the client’s priorities?

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      26. Which Human Resources for Health impacts are significant?

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      27. Does a Human Resources for Health quantification method exist?

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      28. What is measured? Why?

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      29. How will success or failure be measured?

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      30. What is the total cost related to deploying Human Resources for Health, including any consulting or professional services?

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      31. Has a cost center been established?

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      32. What causes extra work or rework?

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      33. Do you have a flow diagram of what happens?

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      34. What is your decision requirements diagram?

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      35. How is performance measured?

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      36. What potential environmental factors impact the Human Resources for Health effort?

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      37. What are the uncertainties surrounding estimates of impact?

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      38. Are you aware of what could cause a problem?

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      39. How will costs be allocated?

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      40. How will your organization measure success?

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      41. Is the solution cost-effective?

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      42. What drives O&M cost?

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      43. How can you reduce the costs of obtaining inputs?

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      44. Does management have the right priorities among projects?

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      45. Is there an opportunity to verify requirements?

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      46. How do you verify and develop ideas and innovations?

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      47. Are the units of measure consistent?

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      48. How can you reduce costs?

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      49. What do you measure and why?

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      50. Where is the cost?

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      51. How do you verify performance?

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      52. How much does it cost?

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      53. Are you able to realize any cost savings?

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      54. What causes mismanagement?

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      55. Who pays the cost?

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      56. At what cost?

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      57. How do you measure efficient delivery of Human Resources for Health services?

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      58. How is progress measured?

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      59. What is an unallowable cost?

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      60. Among the Human Resources for Health product and service cost to be estimated, which is considered hardest to estimate?

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      61. What measurements are possible, practicable and meaningful?

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      62. How is the value delivered by Human Resources for Health being measured?

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      63. How do you prevent mis-estimating cost?

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      64. What harm might be caused?

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      65. What do people want to verify?

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      66. What are your operating costs?

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      67. Do you effectively measure and reward individual and team performance?

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      68. How do you measure lifecycle phases?

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      69. How do you aggregate measures across priorities?

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      70. How sensitive must the Human Resources for Health strategy be to cost?

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      71. What does losing customers cost your organization?

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      72. Will Human Resources for Health have an impact on current business continuity, disaster recovery processes and/or infrastructure?

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      73. What is the root cause(s) of the problem?

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      74. Are actual costs in line with budgeted costs?

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      75. Which measures and indicators matter?

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      76. What causes investor action?

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      77. What is your Human Resources for Health quality cost segregation study?

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      78. Are there competing Human Resources for Health priorities?

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      79. Are indirect costs charged to the Human Resources for Health program?

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      80. Is the cost worth the Human Resources for Health effort ?

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      81. What could cause you to change course?

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      82. What measurements are being captured?

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      83. How frequently do you track Human Resources for Health measures?

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      84. Are missed Human Resources for Health opportunities costing your organization money?

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      85. What are the estimated costs of proposed changes?

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      86. What details are required of the Human