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

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СКАЧАТЬ

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      95. Are audit criteria, scope, frequency and methods defined?

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      96. How did the Human Resources for Health manager receive input to the development of a Human Resources for Health improvement plan and the estimated completion dates/times of each activity?

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      97. How will variation in the actual durations of each activity be dealt with to ensure that the expected Human Resources for Health results are met?

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      98. Is the Human Resources for Health scope manageable?

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      99. Do you have a Human Resources for Health success story or case study ready to tell and share?

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      100. Is Human Resources for Health linked to key stakeholder goals and objectives?

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      101. How and when will the baselines be defined?

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      102. Do you all define Human Resources for Health in the same way?

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      103. Is there a completed SIPOC representation, describing the Suppliers, Inputs, Process, Outputs, and Customers?

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      104. What Human Resources for Health requirements should be gathered?

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      105. If substitutes have been appointed, have they been briefed on the Human Resources for Health goals and received regular communications as to the progress to date?

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      106. Is there regularly 100% attendance at the team meetings? If not, have appointed substitutes attended to preserve cross-functionality and full representation?

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      107. Has everyone on the team, including the team leaders, been properly trained?

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      108. Is the work to date meeting requirements?

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      109. How is the team tracking and documenting its work?

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      110. Are resources adequate for the scope?

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      111. What is in scope?

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      112. Has a project plan, Gantt chart, or similar been developed/completed?

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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’ СКАЧАТЬ