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