Health208
2.37 Source Selection Criteria: Human Resources For Health210
2.38 Stakeholder Management Plan: Human Resources For Health212
2.39 Change Management Plan: Human Resources For Health214
3.0 Executing Process Group: Human Resources For Health216
3.1 Team Member Status Report: Human Resources For Health218
3.2 Change Request: Human Resources For Health220
3.3 Change Log: Human Resources For Health222
3.4 Decision Log: Human Resources For Health224
3.5 Quality Audit: Human Resources For Health226
3.6 Team Directory: Human Resources For Health229
3.7 Team Operating Agreement: Human Resources For Health231
3.8 Team Performance Assessment: Human Resources For Health233
3.9 Team Member Performance Assessment: Human Resources For Health235
3.10 Issue Log: Human Resources For Health237
4.0 Monitoring and Controlling Process Group: Human Resources For Health239
4.1 Project Performance Report: Human Resources For Health241
4.2 Variance Analysis: Human Resources For Health243
4.3 Earned Value Status: Human Resources For Health245
4.4 Risk Audit: Human Resources For Health247
4.5 Contractor Status Report: Human Resources For Health249
4.6 Formal Acceptance: Human Resources For Health251
5.0 Closing Process Group: Human Resources For Health253
5.1 Procurement Audit: Human Resources For Health255
5.2 Contract Close-Out: Human Resources For Health257
5.3 Project or Phase Close-Out: Human Resources For Health259
5.4 Lessons Learned: Human Resources For Health261
Index264
CRITERION #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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