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

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СКАЧАТЬ style="font-size:15px;">      51. Is there a clear Human Resources for Health case definition?

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      52. What is the worst case scenario?

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      53. When are meeting minutes sent out? Who is on the distribution list?

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      54. What are the Human Resources for Health tasks and definitions?

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      55. What is out-of-scope initially?

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      56. What would be the goal or target for a Human Resources for Health’s improvement team?

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      57. What customer feedback methods were used to solicit their input?

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      58. How do you build the right business case?

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      59. Is it clearly defined in and to your organization what you do?

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      60. Is there a completed, verified, and validated high-level ‘as is’ (not ‘should be’ or ‘could be’) stakeholder process map?

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      61. Have all basic functions of Human Resources for Health been defined?

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      62. Are roles and responsibilities formally defined?

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      63. Is the team adequately staffed with the desired cross-functionality? If not, what additional resources are available to the team?

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      64. Are accountability and ownership for Human Resources for Health clearly defined?

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      65. Is the Human Resources for Health scope complete and appropriately sized?

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      66. What is the scope?

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      67. Does the team have regular meetings?

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      68. What information do you gather?

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      69. What are the requirements for audit information?

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      70. How often are the team meetings?

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      71. What gets examined?

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      72. How do you manage scope?

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      73. How will the Human Resources for Health team and the group measure complete success of Human Resources for Health?

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      74. Are required metrics defined, what are they?

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      75. Why are you doing Human Resources for Health and what is the scope?

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      76. Are there different segments of customers?

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      77. What baselines are required to be defined and managed?

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      78. Will team members regularly document their Human Resources for Health work?

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      79. What Human Resources for Health services do you require?

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      80. What are the compelling stakeholder reasons for embarking on Human Resources for Health?

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      81. What specifically is the problem? Where does it occur? When does it occur? What is its extent?

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      82. Who defines (or who defined) the rules and roles?

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      83. Has the Human Resources for Health work been fairly and/or equitably divided and delegated among team members who are qualified and capable to perform the work? Has everyone contributed?

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      84. Will a Human Resources for Health production readiness review be required?

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      85. How do you think the partners involved in Human Resources for Health would have defined success?

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      86. Have the customer needs been translated into specific, measurable requirements? How?

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      87. Are the Human Resources for Health requirements testable?

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      88. Are customer(s) identified and segmented according to their different needs and requirements?

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      89. Is there a Human Resources for Health management charter, including stakeholder case, problem and goal statements, scope, milestones, roles and responsibilities, communication plan?

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      90. Are improvement team members fully trained on Human Resources for Health?

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      91. What is the definition of Human Resources for Health excellence?

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      92. What are the dynamics of the communication plan?

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      93. How do you manage changes in Human Resources for Health requirements?

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      94. Are the Human Resources for Health requirements СКАЧАТЬ