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

Чтение книги онлайн.

СКАЧАТЬ Score

      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. What defines best in class?

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      3. How do you gather requirements?

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      4. Is there a critical path to deliver Human Resources for Health results?

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      5. Who approved the Human Resources for Health scope?

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      6. Is there any additional СКАЧАТЬ