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58. Think about the people you identified for your Social learning tools 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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59. How many trainings, in total, are needed?
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60. Will it solve real problems?
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61. Are employees recognized or rewarded for performance that demonstrates the highest levels of integrity?
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62. What Social learning tools problem should be solved?
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63. Who defines the rules in relation to any given issue?
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64. What extra resources will you need?
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65. What are the timeframes required to resolve each of the issues/problems?
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66. Which information does the Social learning tools business case need to include?
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67. What Social learning tools events should you attend?
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68. How do you take a forward-looking perspective in identifying Social learning tools research related to market response and models?
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69. How are training requirements identified?
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70. Can management personnel recognize the monetary benefit of Social learning tools?
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71. How do you assess your Social learning tools workforce capability and capacity needs, including skills, competencies, and staffing levels?
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72. What tools and technologies are needed for a custom Social learning tools project?
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73. Which needs are not included or involved?
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74. Who else hopes to benefit from it?
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75. Is the need for organizational change recognized?
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76. When a Social learning tools manager recognizes a problem, what options are available?
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77. Are there regulatory / compliance issues?
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78. Are employees recognized for desired behaviors?
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79. Is it clear when you think of the day ahead of you what activities and tasks you need to complete?
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80. What else needs to be measured?
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81. Do you need different information or graphics?
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82. How do you recognize an Social learning tools objection?
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83. Did you miss any major Social learning tools issues?
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84. Are you dealing with any of the same issues today as yesterday? What can you do about this?
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85. How do you recognize an objection?
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86. What activities does the governance board need to consider?
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87. Where do you need to exercise leadership?
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88. Why the need?
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89. What are the Social learning tools resources needed?
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90. 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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91. What is the problem and/or vulnerability?
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92. Are controls defined to recognize and contain problems?
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93. What are the stakeholder objectives to be achieved with Social learning tools?
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94. Does the problem have ethical dimensions?
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95. Why is this needed?
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96. Who needs to know?
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97. What is the recognized need?
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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 Social learning tools 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 manage unclear Social learning tools requirements?
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2. Has the Social learning tools work been fairly and/or equitably divided and delegated among team members who are qualified and capable to perform the work? Has everyone contributed?
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3. How do you gather the stories?
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4. Is the team equipped with available and reliable resources?
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5. Have the customer needs been translated into specific, measurable requirements? How?
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6. Is scope creep really all bad news?
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7. Is the team formed and are team leaders (Coaches and Management Leads) assigned?
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8. Are approval levels defined for contracts and supplements to contracts?
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9. What are the Social learning tools use cases?
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10. What is in the scope and what is not in scope?
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