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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’ process map developed, reviewed, verified and validated?
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137. What are the boundaries of the scope? What is in bounds and what is not? What is the start point? What is the stop point?
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138. How are consistent Human Resources for Health definitions important?
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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 #3: MEASURE:
INTENT: Gather the correct data. Measure the current performance and evolution of the situation.
In my belief, the answer to this question is clearly defined:
5 Strongly Agree
4 Agree
3 Neutral
2 Disagree
1 Strongly Disagree
1. What are the Human Resources for Health key cost drivers?
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2. Do you have an issue in getting priority?
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3. What happens if cost savings do not materialize?
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4. How will effects be measured?
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5. What are the current costs of the Human Resources for Health process?
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6. How are costs allocated?
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7. Why do you expend time and effort to implement measurement, for whom?
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8. What would it cost to replace your technology?
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9. How do your measurements capture actionable Human Resources for Health information for use in exceeding your customers expectations and securing your customers engagement?
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10. What causes innovation to fail or succeed in your organization?
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11. Was a business case (cost/benefit) developed?
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12. What can be used to verify compliance?
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13. What are the types and number of measures to use?
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14. How can you measure the performance?
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15. How do you quantify and qualify impacts?
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16. Are Human Resources for Health vulnerabilities categorized and prioritized?
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17. Do you have any cost Human Resources for Health limitation requirements?
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18. Have you included everything in your Human Resources for Health cost models?
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19. Do you aggressively reward and promote the people who have the biggest impact on creating excellent Human Resources for Health services/products?
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20. How will measures be used to manage and adapt?
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21. Do the benefits outweigh the costs?
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22. When should you bother with diagrams?
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23. How can you manage cost down?
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24.