Читать книгу Human Resources For Health A Complete Guide - 2020 Edition - Gerardus Blokdyk - Страница 7
ОглавлениеCRITERION #1: RECOGNIZE
INTENT: Be aware of the need for change. Recognize that there is an unfavorable variation, problem or symptom.
In my belief, the answer to this question is clearly defined:
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 stakeholder strategy?
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57. Do you have/need 24-hour access to key personnel?
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58. What needs to be done?
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59. Who are your key stakeholders who need to sign off?
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60. To what extent does each concerned units management team recognize Human Resources for Health as an effective investment?
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61. How can auditing be a preventative security measure?
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62. For your Human Resources for Health project, identify and describe the business environment, is there more than one layer to the business environment?
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63. What situation(s) led to this Human Resources for Health Self Assessment?
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64. Think about the people you identified for your Human Resources for Health project and the project responsibilities you would assign to them, what kind of training do you think they would need to perform these responsibilities effectively?
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65. Would you recognize a threat from the inside?
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66. What vendors make products that address the Human Resources for Health needs?
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67. Does Human Resources for Health create potential expectations in other areas that need to be recognized and considered?
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68. What are the Human Resources for Health resources needed?
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69. Do you recognize Human Resources for Health achievements?
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70. What information do users need?
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71. How many trainings, in total, are needed?
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72. Do you need different information or graphics?
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73. What should be considered when identifying available resources, constraints, and deadlines?
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74. How do you recognize an objection?
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75. What is the extent or complexity of the Human Resources for Health problem?
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76. Are you dealing with any of the same issues today as yesterday? What can you do about this?
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77. Will new equipment/products be required to facilitate Human Resources for Health delivery, for example is new software needed?
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78. Whom do you really need or want to serve?
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79. What prevents you from making the changes you know will make you a more effective Human Resources for Health leader?
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80. Who else hopes to benefit from it?
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81. What problems are you facing and how do you consider Human Resources for Health will circumvent those obstacles?
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82. Are losses recognized in a timely manner?
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83. Who needs to know?
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84. As a sponsor, customer or management, how important is it to meet goals, objectives?
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85. What Human Resources for Health events should you attend?
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86. Will it solve real problems?
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87. Are employees recognized or rewarded for performance that demonstrates the highest levels of integrity?
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88. What are the clients issues and concerns?
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89. Are there any specific expectations or concerns about the Human Resources for Health team, Human Resources for Health itself?
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90. How do you recognize an Human Resources for Health objection?
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91. What training and capacity building actions are needed to implement proposed reforms?
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92. Are controls defined to recognize and contain problems?
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93. What are the expected benefits of Human Resources for Health to the stakeholder?
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94. How much are sponsors, customers, partners, stakeholders involved in Human Resources for Health? In other words, what are the risks, if Human Resources for Health does not deliver successfully?
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95. Are there regulatory / compliance issues?
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96. Who should resolve the Human Resources for Health issues?
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97. What does Human Resources for Health success mean to the stakeholders?
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98. Have you identified your Human Resources for Health key performance indicators?
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99. Is the need for organizational change recognized?
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100. Are your goals realistic? Do you need to redefine your problem? Perhaps the problem has changed or maybe you have reached your goal and need to set a new one?
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101. Are there Human Resources for Health problems defined?
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102. Do you need to avoid or amend any Human Resources for Health activities?
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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.
