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