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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.
CRITERION #2: DEFINE:
INTENT: Formulate the stakeholder problem. Define the problem, needs and objectives.
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 hand over Human Resources for Health context?
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2. What defines best in class?
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3. How do you gather requirements?
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4. Is there a critical path to deliver Human Resources for Health results?
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5. Who approved the Human Resources for Health scope?
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6. Is there any additional
