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to ignore?

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      61. Think about the people you identified for your Training analysis 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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      62. Does Training analysis create potential expectations in other areas that need to be recognized and considered?

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      63. What are the minority interests and what amount of minority interests can be recognized?

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      64. Are there recognized Training analysis problems?

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      65. Who needs budgets?

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      66. As a sponsor, customer or management, how important is it to meet goals, objectives?

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      67. Who else hopes to benefit from it?

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      68. What else needs to be measured?

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      69. How many trainings, in total, are needed?

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      70. Will new equipment/products be required to facilitate Training analysis delivery, for example is new software needed?

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      71. Is it needed?

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      72. What Training analysis events should you attend?

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      73. When a Training analysis manager recognizes a problem, what options are available?

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      74. What activities does the governance board need to consider?

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      75. How does it fit into your organizational needs and tasks?

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      76. What tools and technologies are needed for a custom Training analysis project?

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      77. Whom do you really need or want to serve?

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      78. What resources or support might you need?

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      79. Would you recognize a threat from the inside?

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      80. What are the clients issues and concerns?

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      81. Are employees recognized or rewarded for performance that demonstrates the highest levels of integrity?

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      82. What would happen if Training analysis weren’t done?

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      83. Do you recognize Training analysis achievements?

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      84. What are the Training analysis resources needed?

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      85. Why is this needed?

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      86. How do you take a forward-looking perspective in identifying Training analysis research related to market response and models?

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      87. What do you need to start doing?

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      88. For your Training analysis project, identify and describe the business environment, is there more than one layer to the business environment?

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      89. What prevents you from making the changes you know will make you a more effective Training analysis leader?

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      90. How do you assess your Training analysis workforce capability and capacity needs, including skills, competencies, and staffing levels?

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      91. Why the need?

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      92. Are problem definition and motivation clearly presented?

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      93. What does Training analysis success mean to the stakeholders?

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      94. What should be considered when identifying available resources, constraints, and deadlines?

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      95. How can auditing be a preventative security measure?

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      96. Who are your key stakeholders who need to sign off?

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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 Training analysis 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. Are different versions of process maps needed to account for the different types of inputs?

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      2. Is the improvement team aware of the different versions of a process: what they think it is vs. what it actually is vs. what it should be vs. what it could be?

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      3. How do you catch Training analysis definition inconsistencies?

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      4. What are the Training analysis use cases?

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      5. Why are you doing Training analysis and what is the scope?

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      6. Has anyone else (internal or external to the group) attempted to solve this problem or a similar one before? If so, what knowledge can be leveraged from these previous efforts?

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      7. Is the Training analysis scope manageable?

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      8. Is there a Training analysis management charter, including stakeholder case, problem and goal statements, scope, milestones, roles and responsibilities, communication plan?

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      9. Is it clearly defined in and to your organization what you do?

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      10. Have all basic functions of Training analysis been defined?

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      11. What is the scope?

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      12. Have the customer needs been translated into specific, measurable requirements? How?

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      13.

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