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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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