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Have you identified your Training analysis key performance indicators?

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      4. What situation(s) led to this Training analysis Self Assessment?

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      5. What is the problem and/or vulnerability?

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      6. How do you recognize an Training analysis objection?

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      7. Does your organization need more Training analysis education?

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      8. Does the problem have ethical dimensions?

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      9. What is the recognized need?

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      10. Are losses recognized in a timely manner?

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      11. What extra resources will you need?

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      12. Will Training analysis deliverables need to be tested and, if so, by whom?

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      13. What problems are you facing and how do you consider Training analysis will circumvent those obstacles?

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      14. Are controls defined to recognize and contain problems?

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      15. How do you identify the kinds of information that you will need?

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      16. What Training analysis coordination do you need?

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      17. What are the expected benefits of Training analysis to the stakeholder?

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      18. Looking at each person individually – does every one have the qualities which are needed to work in this group?

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      19. Who should resolve the Training analysis issues?

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      20. Will it solve real problems?

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      21. Are there Training analysis problems defined?

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      22. How much are sponsors, customers, partners, stakeholders involved in Training analysis? In other words, what are the risks, if Training analysis does not deliver successfully?

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      23. Did you miss any major Training analysis issues?

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      24. What training and capacity building actions are needed to implement proposed reforms?

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      25. How do you identify subcontractor relationships?

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      26. Where is training needed?

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      27. Who needs what information?

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      28. Which information does the Training analysis business case need to include?

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      29. Who needs to know about Training analysis?

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      30. How are the Training analysis’s objectives aligned to the group’s overall stakeholder strategy?

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      31. How are training requirements identified?

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      32. What needs to stay?

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      33. 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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      34. Do you have/need 24-hour access to key personnel?

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      35. How do you recognize an objection?

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      36. What vendors make products that address the Training analysis needs?

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      37. Will a response program recognize when a crisis occurs and provide some level of response?

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      38. To what extent does each concerned units management team recognize Training analysis as an effective investment?

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      39. Are there regulatory / compliance issues?

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      40. Are there any specific expectations or concerns about the Training analysis team, Training analysis itself?

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      41. What is the smallest subset of the problem you can usefully solve?

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      42. Where do you need to exercise leadership?

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      43. What needs to be done?

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      44. Which needs are not included or involved?

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      45. Who needs to know?

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      46. What is the Training analysis problem definition? What do you need to resolve?

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      47. What are your needs in relation to Training analysis skills, labor, equipment, and markets?

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      48. Are there any revenue recognition issues?

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      49. What is the extent or complexity of the Training analysis problem?

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      50. Do you need different information or graphics?

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      51. What Training analysis capabilities do you need?

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      52. What information do users need?

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      53. What is the problem or issue?

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      54. What creative shifts do you need to take?

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      55. Consider your own Training analysis 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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      56. What are the timeframes required to resolve each of the issues/problems?

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      57. What do employees need in the short term?

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      58. What are the stakeholder objectives to be achieved with Training analysis?

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      59. Can management personnel recognize the monetary benefit of Training analysis?

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      60. Which issues are too important

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