LITMIR.BIZ

Скачать книгу

or similar been developed/completed?

      <--- Score

      15. What key stakeholder process output measure(s) does Person Analysis leverage and how?

      <--- Score

      16. How will variation in the actual durations of each activity be dealt with to ensure that the expected Person Analysis results are met?

      <--- Score

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

      <--- Score

      18. 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?

      <--- Score

      19. When is the estimated completion date?

      <--- Score

      20. How can the value of Person Analysis be defined?

      <--- Score

      21. What is out-of-scope initially?

      <--- Score

      22. What sort of initial information to gather?

      <--- Score

      23. Has the improvement team collected the ‘voice of the customer’ (obtained feedback – qualitative and quantitative)?

      <--- Score

      24. How do you manage changes in Person Analysis requirements?

      <--- Score

      25. How are consistent Person Analysis definitions important?

      <--- Score

      26. How does the Person Analysis manager ensure against scope creep?

      <--- Score

      27. Is Person Analysis currently on schedule according to the plan?

      <--- Score

      28. What system do you use for gathering Person Analysis information?

      <--- Score

      29. Has your scope been defined?

      <--- Score

      30. How do you build the right business case?

      <--- Score

      31. What are the requirements for audit information?

      <--- Score

      32. What are the dynamics of the communication plan?

      <--- Score

      33. In what way can you redefine the criteria of choice clients have in your category in your favor?

      <--- Score

      34. Is the team equipped with available and reliable resources?

      <--- Score

      35. What is the definition of Person Analysis excellence?

      <--- Score

      36. Are the Person Analysis requirements complete?

      <--- Score

      37. How do you think the partners involved in Person Analysis would have defined success?

      <--- Score

      38. What is the scope of Person Analysis?

      <--- Score

      39. How have you defined all Person Analysis requirements first?

      <--- Score

      40. What scope do you want your strategy to cover?

      <--- Score

      41. When is/was the Person Analysis start date?

      <--- Score

      42. How often are the team meetings?

      <--- Score

      43. Has a team charter been developed and communicated?

      <--- Score

      44. Is the work to date meeting requirements?

      <--- Score

      45. How do you gather requirements?

      <--- Score

      46. Why are you doing Person Analysis and what is the scope?

      <--- Score

      47. Who is gathering Person Analysis information?

      <--- Score

      48. What constraints exist that might impact the team?

      <--- Score

      49. What customer feedback methods were used to solicit their input?

      <--- Score

      50. If substitutes have been appointed, have they been briefed on the Person Analysis goals and received regular communications as to the progress to date?

      <--- Score

      51. How do you gather the stories?

      <--- Score

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

      <--- Score

      53. What are the record-keeping requirements of Person Analysis activities?

      <--- Score

      54. Is there a critical path to deliver Person Analysis results?

      <--- Score

      55. Is the current ‘as is’ process being followed? If not, what are the discrepancies?

      <--- Score

      56. Are approval levels defined for contracts and supplements to contracts?

      <--- Score

      57. Are there different segments of customers?

      <--- Score

      58. What is the scope of the Person Analysis effort?

      <--- Score

      59. Have specific policy objectives been defined?

      <--- Score

      60. Is the Person Analysis scope manageable?

      <--- Score

      61. How would you define Person Analysis leadership?

      <--- Score

      62. Is the Person Analysis scope complete and appropriately sized?

      <--- Score

      63. Is the scope of Person Analysis defined?

      <--- Score

      64. What information should you gather?

      <--- Score

      65. What was the context?

      <--- Score

      66. What defines best in class?

      <--- Score

      67. What information do you gather?

      <--- Score

      68. What are the compelling stakeholder reasons for embarking on Person Analysis?

      <--- Score

      69. Has the direction changed at all during the course of Person Analysis? If so, when did it change and why?

      <--- Score

      70. What happens if Person Analysis’s scope changes?

      <--- Score

      71. Are audit criteria, scope, frequency and methods defined?

      <--- Score

      72. Is there a completed, verified, and validated high-level

Скачать книгу