Читать книгу Recruitment Tool A Complete Guide - 2020 Edition - Gerardus Blokdyk - Страница 7
ОглавлениеCRITERION #1: RECOGNIZE
INTENT: Be aware of the need for change. Recognize that there is an unfavorable variation, problem or symptom.
In my belief, the answer to this question is clearly defined:
5 Strongly Agree
4 Agree
3 Neutral
2 Disagree
1 Strongly Disagree
1. What needs to stay?
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2. Whom do you really need or want to serve?
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3. Does your organization need more Recruitment tool education?
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4. Are there recognized Recruitment tool problems?
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5. What are the Recruitment tool resources needed?
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6. What else needs to be measured?
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7. Would you recognize a threat from the inside?
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8. Is it needed?
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9. What extra resources will you need?
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10. Is the quality assurance team identified?
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11. Who needs what information?
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12. What should be considered when identifying available resources, constraints, and deadlines?
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13. How do you take a forward-looking perspective in identifying Recruitment tool research related to market response and models?
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14. How do you identify the kinds of information that you will need?
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15. Why is this needed?
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16. What would happen if Recruitment tool weren’t done?
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17. What is the extent or complexity of the Recruitment tool problem?
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18. Will new equipment/products be required to facilitate Recruitment tool delivery, for example is new software needed?
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19. Who needs to know?
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20. Have you identified your Recruitment tool key performance indicators?
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21. Can management personnel recognize the monetary benefit of Recruitment tool?
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22. Who needs to know about Recruitment tool?
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23. How do you recognize an objection?
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24. Looking at each person individually – does every one have the qualities which are needed to work in this group?
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25. What situation(s) led to this Recruitment tool Self Assessment?
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26. Is it clear when you think of the day ahead of you what activities and tasks you need to complete?
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27. Did you miss any major Recruitment tool issues?
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28. Which information does the Recruitment tool business case need to include?
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29. What is the smallest subset of the problem you can usefully solve?
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30. Are controls defined to recognize and contain problems?
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31. What do employees need in the short term?
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32. Will a response program recognize when a crisis occurs and provide some level of response?
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33. What prevents you from making the changes you know will make you a more effective Recruitment tool leader?
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34. How can auditing be a preventative security measure?
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35. What problems are you facing and how do you consider Recruitment tool will circumvent those obstacles?
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36. What is the problem or issue?
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37. Does Recruitment tool create potential expectations in other areas that need to be recognized and considered?
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38. What Recruitment tool coordination do you need?
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39. What do you need to start doing?
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40. What needs to be done?
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41. Will it solve real problems?
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42. To what extent would your organization benefit from being recognized as a award recipient?
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43. How are you going to measure success?
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44. Does the problem have ethical dimensions?
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45. Consider your own Recruitment tool 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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46. Do you have/need 24-hour access to key personnel?
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47. Are you dealing with any of the same issues today as yesterday? What can you do about this?
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48. Who needs budgets?
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49. Who defines the rules in relation to any given issue?
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50. As a sponsor, customer or management, how important is it to meet goals, objectives?
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51. Do you need to avoid or amend any Recruitment tool activities?
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52. Why the need?
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53. What Recruitment tool capabilities do you need?
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54. Are losses recognized in a timely manner?
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55. What are the expected benefits of Recruitment tool to the stakeholder?
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56. Are problem definition and motivation clearly presented?
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57. Do you recognize Recruitment tool achievements?
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58. Will Recruitment tool deliverables need to be tested and, if so, by whom?
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59. Which needs are not included or involved?
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60. Are employees recognized for desired behaviors?
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61. What vendors make products that address the Recruitment tool needs?
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62. What tools and technologies are needed for a custom Recruitment tool project?
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63. What does Recruitment tool success mean to the stakeholders?
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64. Are there any specific expectations or concerns about the Recruitment tool team, Recruitment tool itself?
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65. Do you need different information or graphics?
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66. What are the stakeholder objectives to be achieved with Recruitment tool?
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67. What are the timeframes required to resolve each of the issues/problems?
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68. Which issues are too important to ignore?
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69. What resources or support might you need?
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70. When a Recruitment tool manager recognizes a problem, what options are available?
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71. What information do users need?
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72. What Recruitment tool events should you attend?
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73. How are the Recruitment tool’s objectives aligned to the group’s overall stakeholder strategy?
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74. Do you know what you need to know about Recruitment tool?
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75. Where do you need to exercise leadership?
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76. How do you assess your Recruitment tool workforce capability and capacity needs, including skills, competencies, and staffing levels?
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77. How many trainings, in total, are needed?
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78. How much are sponsors, customers, partners, stakeholders involved in Recruitment tool? In other words, what are the risks, if Recruitment tool does not deliver successfully?
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79. What is the recognized need?
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80. What activities does the governance board need to consider?
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81. How does it fit into your organizational needs and tasks?
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82. Think about the people you identified for your Recruitment tool 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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83. Who should resolve the Recruitment tool issues?
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84. What Recruitment tool problem should be solved?
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85. For your Recruitment tool project, identify and describe the business environment, is there more than one layer to the business environment?
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86. Who else hopes to benefit from it?
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87. Are there regulatory / compliance issues?
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88. What training and capacity building actions are needed to implement proposed reforms?
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89. Is the need for organizational change recognized?
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90. What creative shifts do you need to take?
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91. What are your needs in relation to Recruitment tool skills, labor, equipment, and markets?
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92. What is the Recruitment tool problem definition? What do you need to resolve?
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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 Recruitment tool Index at the beginning of the Self-Assessment.
