Читать книгу Training Evaluation A Complete Guide - 2020 Edition - Gerardus Blokdyk - Страница 7

CRITERION #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 problems are you facing and how do you consider Training Evaluation will circumvent those obstacles?

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2. Do you know what you need to know about Training Evaluation?

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3. How does it fit into your organizational needs and tasks?

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4. How do you recognize an Training Evaluation objection?

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5. Does the problem have ethical dimensions?

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6. What does Training Evaluation success mean to the stakeholders?

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7. Are training needs in your organization determined by surveying all staff in the target group?

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8. Who needs budgets?

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9. Is the need for organizational change recognized?

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10. What Training Evaluation coordination do you need?

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11. Which information does the Training Evaluation business case need to include?

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12. Are training needs in your organization determined by means of groups of staff and managers from different functions and grades?

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13. What activities does the governance board need to consider?

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14. Are problem definition and motivation clearly presented?

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15. Have you identified your Training Evaluation key performance indicators?

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16. What is the extent or complexity of the Training Evaluation problem?

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17. How are you going to measure success?

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18. What resources or support might you need?

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19. Would you recognize a threat from the inside?

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20. Who should resolve the Training Evaluation issues?

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21. What is the problem or issue?

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22. Is the quality assurance team identified?

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23. When does context influence recognition memory?

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24. What situation(s) led to this Training Evaluation Self Assessment?

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25. How can auditing be a preventative security measure?

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26. Are you dealing with any of the same issues today as yesterday? What can you do about this?

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27. How do you identify the kinds of information that you will need?

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28. When a Training Evaluation manager recognizes a problem, what options are available?

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29. What would happen if Training Evaluation weren’t done?

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30. Who defines the rules in relation to any given issue?

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31. What are the timeframes required to resolve each of the issues/problems?

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32. Are there Training Evaluation problems defined?

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33. Are there any revenue recognition issues?

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34. What is the recognized need?

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35. Is it clear when you think of the day ahead of you what activities and tasks you need to complete?

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36. Are employees recognized or rewarded for performance that demonstrates the highest levels of integrity?

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37. Are core skills and competencies identified for different grades within your organization?

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38. How are training requirements identified?

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39. How do you take a forward-looking perspective in identifying Training Evaluation research related to market response and models?

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40. Who needs to know?

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41. Did you miss any major Training Evaluation issues?

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42. What Training Evaluation events should you attend?

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43. Will Training Evaluation deliverables need to be tested and, if so, by whom?

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44. What needs to be done?

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45. Are controls defined to recognize and contain problems?

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46. What is the problem and/or vulnerability?

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47. How do you recognize an objection?

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48. Which issues are too important to ignore?

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49. Will a response program recognize when a crisis occurs and provide some level of response?

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50. Is it needed?

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51. How are the Training Evaluation’s objectives aligned to the group’s overall stakeholder strategy?

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52. Who needs to know about Training Evaluation?

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53. Who else hopes to benefit from it?

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54. Which needs are not included or involved?

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55. Whom do you really need or want to serve?

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56. What are the clients issues and concerns?

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57. Why the need?

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58. What is the Training Evaluation problem definition? What do you need to resolve?

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59. What information do users need?

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60. Where is training needed?

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61. As a sponsor, customer or management, how important is it to meet goals, objectives?

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62. Looking at each person individually – does every one have the qualities which are needed to work in this group?

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63. Do you have/need 24-hour access to key personnel?

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64. What are the expected benefits of Training Evaluation to the stakeholder?

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65. What should be considered when identifying available resources, constraints, and deadlines?

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66. What else needs to be measured?

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67. What are the stakeholder objectives to be achieved with Training Evaluation?

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68. How much are sponsors, customers, partners, stakeholders involved in Training Evaluation? In other words, what are the risks, if Training Evaluation does not deliver successfully?

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69. What training and capacity building actions are needed to implement proposed reforms?

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70. What prevents you from making the changes you know will make you a more effective Training Evaluation leader?

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71. For your Training Evaluation project, identify and describe the business environment, is there more than one layer to the business environment?

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72. Consider your own Training Evaluation 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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73. How did the assessment identify the design features to include and to avoid?

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74. Do you need different information or graphics?

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75. Are employees recognized for desired behaviors?

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76. Do you need to avoid or amend any Training Evaluation activities?

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77. Why is this needed?

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78. Are losses recognized in a timely manner?

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79. To what extent would your organization benefit from being recognized as a award recipient?

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80. Can management personnel recognize the monetary benefit of Training Evaluation?

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81. How do you assess your Training Evaluation workforce capability and capacity needs, including skills, competencies, and staffing levels?

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82. 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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83. Are there any specific expectations or concerns about the Training Evaluation team, Training Evaluation itself?

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84. Do you recognize Training Evaluation achievements?

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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 Evaluation Index at the beginning of the Self-Assessment.