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