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improvement team?

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      134. What are the core elements of the Personnel director business case?

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      135. Why are you doing Personnel director and what is the scope?

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      136. How do you manage changes in Personnel director requirements?

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      137. What are (control) requirements for Personnel director Information?

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      138. How will variation in the actual durations of each activity be dealt with to ensure that the expected Personnel director results are met?

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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 Personnel director 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. How do you verify the Personnel director requirements quality?

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      2. Will Personnel director have an impact on current business continuity, disaster recovery processes and/or infrastructure?

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      3. What does your operating model cost?

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      4. When a disaster occurs, who gets priority?

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      5. Do you aggressively reward and promote the people who have the biggest impact on creating excellent Personnel director services/products?

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      6. What methods are feasible and acceptable to estimate the impact of reforms?

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      7. What does losing customers cost your organization?

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      8. Does a Personnel director quantification method exist?

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      9. What do you measure and why?

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      10. Are there competing Personnel director priorities?

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      11. How do you control the overall costs of your work processes?

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      12. How are measurements made?

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      13. Where is it measured?

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      14. How do you verify the authenticity of the data and information used?

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      15. What would be a real cause for concern?

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      16. Is the cost worth the Personnel director effort ?

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      17. Have you made assumptions about the shape of the future, particularly its impact on your customers and competitors?

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      18. How will costs be allocated?

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      19. Are there measurements based on task performance?

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      20. How sensitive must the Personnel director strategy be to cost?

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      21. What causes innovation to fail or succeed in your organization?

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      22. What are you verifying?

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      23. Do you effectively measure and reward individual and team performance?

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      24. What would it cost to replace your technology?

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      25. What are the types and number of measures to use?

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      26. What are your key Personnel director organizational performance measures, including key short and longer-term financial measures?

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      27. Did you tackle the cause or the symptom?

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      28. How can you measure Personnel director in a systematic way?

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      29. What are your customers expectations and measures?

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      30. Which measures and indicators matter?

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      31. What are the strategic priorities for this year?

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      32. How is progress measured?

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      33. How can you manage cost down?

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      34. How is the value delivered by Personnel director being measured?

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      35. How will effects be measured?

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      36. How are costs allocated?

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      37. How long to keep data and how to manage retention costs?

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      38. What is measured? Why?

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      39. Is the solution cost-effective?

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      40. Are you aware of what could cause a problem?

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      41. How do you verify performance?

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      42. Is there an opportunity to verify requirements?

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      43. What are hidden Personnel director quality costs?

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      44. Are indirect costs charged to the Personnel director program?

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      45. How will success or failure be measured?

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      46. Which Personnel director impacts are significant?

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      47. What does a Test Case verify?

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      48. How can you measure the performance?

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      49.

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