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