Читать книгу Training Analysis A Complete Guide - 2020 Edition - Gerardus Blokdyk - Страница 9
ОглавлениеCRITERION #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. Are there competing Training analysis priorities?
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2. How do you measure lifecycle phases?
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3. Who is involved in verifying compliance?
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4. Is the solution cost-effective?
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5. What could cause you to change course?
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6. At what cost?
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7. What would it cost to replace your technology?
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8. How is performance measured?
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9. Are you taking your company in the direction of better and revenue or cheaper and cost?
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10. How do you aggregate measures across priorities?
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11. Do you verify that corrective actions were taken?
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12. Was a business case (cost/benefit) developed?
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13. Where is the cost?
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14. Are missed Training analysis opportunities costing your organization money?
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15. What is your decision requirements diagram?
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16. What are your customers expectations and measures?
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17. What are the estimated costs of proposed changes?
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18. How do you verify and validate the Training analysis data?
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19. Does management have the right priorities among projects?
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20. Who pays the cost?
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21. What causes extra work or rework?
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22. What evidence is there and what is measured?
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23. Why do the measurements/indicators matter?
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24. What methods are feasible and acceptable to estimate the impact of reforms?
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25. Have design-to-cost goals been established?
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26. What measurements are possible, practicable and meaningful?
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27. Have you included everything in your Training analysis cost models?
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28. What is measured? Why?
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29. What are hidden Training analysis quality costs?
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30. Are the Training analysis benefits worth its costs?
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31. Are supply costs steady or fluctuating?
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32. Why a Training analysis focus?
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33. How are costs allocated?
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34. Are there any easy-to-implement alternatives to Training analysis? Sometimes other solutions are available that do not require the cost implications of a full-blown project?
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35. Why do you expend time and effort to implement measurement, for whom?
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36. What does losing customers cost your organization?
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37. Which Training analysis impacts are significant?
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38. What are the types and number of measures to use?
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39. Who should receive measurement reports?
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40. When should you bother with diagrams?
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41. How can you measure the performance?
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42. How can you measure Training analysis in a systematic way?
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43. What would be a real cause for concern?
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44. Do you effectively measure and reward individual and team performance?
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45. How will measures be used to manage and adapt?
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46. How can you reduce costs?
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47. What causes innovation to fail or succeed in your organization?
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48. Does the Training analysis task fit the client’s priorities?
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49. How can you manage cost down?
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50. Are the measurements objective?
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51. What harm might be caused?
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52. How do you verify performance?
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53. Where can you go to verify the info?
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54. What users will be impacted?
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55. What is the Training analysis business impact?
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56. What is the cause of any Training analysis gaps?
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57. Are the units of measure consistent?
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58. How do you verify the authenticity of the data and information used?
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59. Are Training analysis vulnerabilities categorized and prioritized?
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60. How do you measure success?
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61. What do you measure and why?
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62. What are your operating costs?
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63. What causes mismanagement?
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64. How much does it cost?
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65. How do you prevent mis-estimating cost?
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66. How is progress measured?
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67. What details are required of the Training analysis cost structure?
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68. What can be used to verify compliance?
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69. How do you verify the Training analysis requirements quality?
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70. What is the root cause(s) of the problem?
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71. What are you verifying?
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72. What are the current costs of the Training analysis process?
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73. What could cause delays in the schedule?
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74. What are your key Training analysis organizational performance measures, including key short and longer-term financial measures?
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75. Is the cost worth the Training analysis effort ?
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76. What happens if cost savings do not materialize?
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77. What is the total fixed cost?
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78. Where is it measured?
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79. What are the costs of delaying Training analysis action?
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80. Do you have any cost Training analysis limitation requirements?
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81. What are allowable costs?
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82. How do you verify your resources?
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83. How do you verify and develop ideas and innovations?
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84. What are the Training analysis investment costs?
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85. How long to keep data and how to manage retention costs?
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86. How do you quantify and qualify impacts?
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87. Does a Training analysis quantification method exist?
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88. What causes investor action?
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89. Are actual costs in line with budgeted costs?
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90. When are costs are incurred?
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91. Will Training analysis have an impact on current business continuity, disaster recovery processes and/or infrastructure?
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92. How will you measure success?
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93. What potential environmental factors impact the Training analysis effort?
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94. Are there measurements based on task performance?
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95. What is an unallowable cost?
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96. What are the uncertainties surrounding estimates of impact?
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97. When a disaster occurs, who gets priority?
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98. Which costs should be taken into account?
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99. What tests verify requirements?
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100. What do people want to verify?
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101. Do the benefits outweigh the costs?
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102. What are the strategic priorities for this year?
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103. How sensitive must the Training analysis strategy be to cost?
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104. What measurements are being captured?
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105. What does verifying compliance entail?
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106. How frequently do you track Training analysis measures?
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107. How frequently do you verify your Training analysis strategy?
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108. What are your primary costs, revenues, assets?
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109. How do you measure variability?
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110. Do you aggressively reward and promote the people who have the biggest impact on creating excellent Training analysis services/products?
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111. How will your organization measure success?
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112. What are the costs and benefits?
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113. How do your measurements capture actionable Training analysis information for use in exceeding your customers expectations and securing your customers engagement?
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114. How do you control the overall costs of your work processes?
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115. How will effects be measured?
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116. How can a Training analysis test verify your ideas or assumptions?
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117. How do you measure efficient delivery of Training analysis services?
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118. Are you aware of what could cause a problem?
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119. What does a Test Case verify?
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120. Among the Training analysis product and service cost to be estimated, which is considered hardest to estimate?
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121. Has a cost center been established?
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122. How will costs be allocated?
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123. Have you made assumptions about the shape of the future, particularly its impact on your customers and competitors?
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124. Do you have an issue in getting priority?
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125. How will success or failure be measured?
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126. How do you verify Training analysis completeness and accuracy?
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127. What are the Training analysis key cost drivers?
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128. What are the operational costs after Training analysis deployment?
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129. How to cause the change?
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130. How is the value delivered by Training analysis being measured?
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131. What drives O&M cost?
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132. How do you verify if Training analysis is built right?
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133. Did you tackle the cause or the symptom?
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134. Which measures and indicators matter?
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135. Are indirect costs charged to the Training analysis program?
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136. What disadvantage does this cause for the user?
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137. What are the costs of reform?
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138. How will you measure your Training analysis effectiveness?
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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.
