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25. Does the Human Resources for Health task fit the client’s priorities?
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26. Which Human Resources for Health impacts are significant?
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27. Does a Human Resources for Health quantification method exist?
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28. What is measured? Why?
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29. How will success or failure be measured?
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30. What is the total cost related to deploying Human Resources for Health, including any consulting or professional services?
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31. Has a cost center been established?
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32. What causes extra work or rework?
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33. Do you have a flow diagram of what happens?
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34. What is your decision requirements diagram?
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35. How is performance measured?
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36. What potential environmental factors impact the Human Resources for Health effort?
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37. What are the uncertainties surrounding estimates of impact?
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38. Are you aware of what could cause a problem?
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39. How will costs be allocated?
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40. How will your organization measure success?
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41. Is the solution cost-effective?
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42. What drives O&M cost?
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43. How can you reduce the costs of obtaining inputs?
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44. Does management have the right priorities among projects?
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45. Is there an opportunity to verify requirements?
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46. How do you verify and develop ideas and innovations?
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47. Are the units of measure consistent?
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48. How can you reduce costs?
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49. What do you measure and why?
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50. Where is the cost?
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51. How do you verify performance?
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52. How much does it cost?
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53. Are you able to realize any cost savings?
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54. What causes mismanagement?
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55. Who pays the cost?
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56. At what cost?
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57. How do you measure efficient delivery of Human Resources for Health services?
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58. How is progress measured?
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59. What is an unallowable cost?
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60. Among the Human Resources for Health product and service cost to be estimated, which is considered hardest to estimate?
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61. What measurements are possible, practicable and meaningful?
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62. How is the value delivered by Human Resources for Health being measured?
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63. How do you prevent mis-estimating cost?
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64. What harm might be caused?
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65. What do people want to verify?
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66. What are your operating costs?
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67. Do you effectively measure and reward individual and team performance?
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68. How do you measure lifecycle phases?
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69. How do you aggregate measures across priorities?
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70. How sensitive must the Human Resources for Health strategy be to cost?
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71. What does losing customers cost your organization?
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72. Will Human Resources for Health have an impact on current business continuity, disaster recovery processes and/or infrastructure?
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73. What is the root cause(s) of the problem?
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74. Are actual costs in line with budgeted costs?
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75. Which measures and indicators matter?
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76. What causes investor action?
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77. What is your Human Resources for Health quality cost segregation study?
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78. Are there competing Human Resources for Health priorities?
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79. Are indirect costs charged to the Human Resources for Health program?
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80. Is the cost worth the Human Resources for Health effort ?
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81. What could cause you to change course?
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82. What measurements are being captured?
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83. How frequently do you track Human Resources for Health measures?
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84. Are missed Human Resources for Health opportunities costing your organization money?
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85. What are the estimated costs of proposed changes?
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86. What details are required of the Human