5 Strongly Agree
4 Agree
3 Neutral
2 Disagree
1 Strongly Disagree
1. How do you identify the kinds of information that you will need?
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2. What is the problem and/or vulnerability?
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3. Who needs to know about Human Resources for Health?
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4. How do you take a forward-looking perspective in identifying Human Resources for Health research related to market response and models?
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5. What are the stakeholder objectives to be achieved with Human Resources for Health?
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6. Is the quality assurance team identified?
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7. Are employees recognized for desired behaviors?
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8. How are training requirements identified?
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9. Consider your own Human Resources for Health project, what types of organizational problems do you think might be causing or affecting your problem, based on the work done so far?
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10. What creative shifts do you need to take?
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11. What Human Resources for Health capabilities do you need?
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12. Can management personnel recognize the monetary benefit of Human Resources for Health?
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13. Is it clear when you think of the day ahead of you what activities and tasks you need to complete?
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14. Are there any revenue recognition issues?
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15. What Human Resources for Health coordination do you need?
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16. How do you identify subcontractor relationships?
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17. What resources or support might you need?
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18. Which information does the Human Resources for Health business case need to include?
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19. Where is training needed?
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20. What do employees need in the short term?
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21. How are you going to measure success?
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22. How do you assess your Human Resources for Health workforce capability and capacity needs, including skills, competencies, and staffing levels?
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23. Why is this needed?
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24. Who needs budgets?
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25. What is the smallest subset of the problem you can usefully solve?
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26. Which issues are too important to ignore?
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27. Who defines the rules in relation to any given issue?
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28. What is the Human Resources for Health problem definition? What do you need to resolve?
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29. What are your needs in relation to Human Resources for Health skills, labor, equipment, and markets?
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30. What is the problem or issue?
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31. What tools and technologies are needed for a custom Human Resources for Health project?
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32. Where do you need to exercise leadership?
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33. What Human Resources for Health problem should be solved?
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34. What needs to stay?
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35. What else needs to be measured?
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36. What would happen if Human Resources for Health weren’t done?
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37. What are the minority interests and what amount of minority interests can be recognized?
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38. Does the problem have ethical dimensions?
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39. Looking at each person individually – does every one have the qualities which are needed to work in this group?
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40. What do you need to start doing?
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41. Do you know what you need to know about Human Resources for Health?
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42. Does your organization need more Human Resources for Health education?
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43. Are problem definition and motivation clearly presented?
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44. What activities does the governance board need to consider?
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45. When a Human Resources for Health manager recognizes a problem, what options are available?
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46. How does it fit into your organizational needs and tasks?
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47. What is the recognized need?
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48. What extra resources will you need?
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49. Why the need?
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50. Is it needed?
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51. Will a response program recognize when a crisis occurs and provide some level of response?
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52. Which needs are not included or involved?
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53. Are there recognized Human Resources for Health problems?
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54. Will Human Resources for Health deliverables need to be tested and, if so, by whom?
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55. Did you miss any major Human Resources for Health issues?
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56. How are the Human Resources for Health’s objectives aligned to the group’s overall