Читать книгу Human Resources For Health A Complete Guide - 2020 Edition - Gerardus Blokdyk - Страница 9
ОглавлениеCRITERION #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. What is the total fixed cost?
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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 Resources for Health cost structure?
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87. What relevant entities could be measured?
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88. Where is it measured?
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89. How to cause the change?
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90. When a disaster occurs, who gets priority?
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91. Are the measurements objective?
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92. How long to keep data and how to manage retention costs?
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93. Have design-to-cost goals been established?
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94. What methods are feasible and acceptable to estimate the impact of reforms?
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95. What would be a real cause for concern?
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96. What is the Human Resources for Health business impact?
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97. Have you made assumptions about the shape of the future, particularly its impact on your customers and competitors?
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98. How can you measure Human Resources for Health in a systematic way?
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99. What are your key Human Resources for Health organizational performance measures, including key short and longer-term financial measures?
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100. What are allowable costs?
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101. How do you control the overall costs of your work processes?
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102. What are the costs?
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103. Are you taking your company in the direction of better and revenue or cheaper and cost?
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104. What are the strategic priorities for this year?
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105. Did you tackle the cause or the symptom?
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106. Who should receive measurement reports?
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107. When are costs are incurred?
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108. What are the operational costs after Human Resources for Health deployment?
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109. What is the cost of rework?
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110. How do you measure variability?
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111. What is the cause of any Human Resources for Health gaps?
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112. Are the Human Resources for Health benefits worth its costs?
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113. How are measurements made?
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114. What are your primary costs, revenues, assets?
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115. How will you measure your Human Resources for Health effectiveness?
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116. What does your operating model cost?
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117. How do you verify the authenticity of the data and information used?
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118. Are there measurements based on task performance?
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119. How will you measure success?
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120. What are hidden Human Resources for Health quality costs?
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121. What are the costs and benefits?
