map developed, reviewed, verified and validated?
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137. What are the boundaries of the scope? What is in bounds and what is not? What is the start point? What is the stop point?
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138. How are consistent Human Resources for Health definitions important?
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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 #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.
