Читать книгу Training Analysis 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. To what extent would your organization benefit from being recognized as a award recipient?
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2. How are you going to measure success?
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3. Have you identified your Training analysis key performance indicators?
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4. What situation(s) led to this Training analysis Self Assessment?
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5. What is the problem and/or vulnerability?
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6. How do you recognize an Training analysis objection?
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7. Does your organization need more Training analysis education?
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8. Does the problem have ethical dimensions?
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9. What is the recognized need?
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10. Are losses recognized in a timely manner?
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11. What extra resources will you need?
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12. Will Training analysis deliverables need to be tested and, if so, by whom?
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13. What problems are you facing and how do you consider Training analysis will circumvent those obstacles?
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14. Are controls defined to recognize and contain problems?
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15. How do you identify the kinds of information that you will need?
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16. What Training analysis coordination do you need?
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17. What are the expected benefits of Training analysis to the stakeholder?
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18. Looking at each person individually – does every one have the qualities which are needed to work in this group?
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19. Who should resolve the Training analysis issues?
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20. Will it solve real problems?
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21. Are there Training analysis problems defined?
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22. How much are sponsors, customers, partners, stakeholders involved in Training analysis? In other words, what are the risks, if Training analysis does not deliver successfully?
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23. Did you miss any major Training analysis issues?
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24. What training and capacity building actions are needed to implement proposed reforms?
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25. How do you identify subcontractor relationships?
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26. Where is training needed?
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27. Who needs what information?
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28. Which information does the Training analysis business case need to include?
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29. Who needs to know about Training analysis?
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30. How are the Training analysis’s objectives aligned to the group’s overall stakeholder strategy?
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31. How are training requirements identified?
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32. What needs to stay?
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33. 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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34. Do you have/need 24-hour access to key personnel?
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35. How do you recognize an objection?
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36. What vendors make products that address the Training analysis needs?
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37. Will a response program recognize when a crisis occurs and provide some level of response?
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38. To what extent does each concerned units management team recognize Training analysis as an effective investment?
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39. Are there regulatory / compliance issues?
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40. Are there any specific expectations or concerns about the Training analysis team, Training analysis itself?
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41. What is the smallest subset of the problem you can usefully solve?
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42. Where do you need to exercise leadership?
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43. What needs to be done?
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44. Which needs are not included or involved?
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45. Who needs to know?
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46. What is the Training analysis problem definition? What do you need to resolve?
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47. What are your needs in relation to Training analysis skills, labor, equipment, and markets?
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48. Are there any revenue recognition issues?
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49. What is the extent or complexity of the Training analysis problem?
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50. Do you need different information or graphics?
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51. What Training analysis capabilities do you need?
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52. What information do users need?
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53. What is the problem or issue?
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54. What creative shifts do you need to take?
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55. Consider your own Training analysis 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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56. What are the timeframes required to resolve each of the issues/problems?
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57. What do employees need in the short term?
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58. What are the stakeholder objectives to be achieved with Training analysis?
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59. Can management personnel recognize the monetary benefit of Training analysis?
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60. Which issues are too important 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.
