Читать книгу Human Learning 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. Is the need for organizational change recognized?

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2. Can management personnel recognize the monetary benefit of Human learning?

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3. Did you miss any major Human learning issues?

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4. What problems are you facing and how do you consider Human learning will circumvent those obstacles?

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5. What creative shifts do you need to take?

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6. Are losses recognized in a timely manner?

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

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8. What situation(s) led to this Human learning Self Assessment?

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9. What does Human learning success mean to the stakeholders?

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10. What would happen if Human learning weren’t done?

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11. What are the minority interests and what amount of minority interests can be recognized?

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12. Is the quality assurance team identified?

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

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14. How do you assess your Human learning workforce capability and capacity needs, including skills, competencies, and staffing levels?

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15. Who should resolve the Human learning issues?

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16. How do you identify subcontractor relationships?

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

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18. How do you take a forward-looking perspective in identifying Human learning research related to market response and models?

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

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

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21. Think about the people you identified for your Human learning 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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22. Are there any specific expectations or concerns about the Human learning team, Human learning itself?

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23. 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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24. Consider your own Human learning 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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25. Are there regulatory / compliance issues?

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26. What Human learning capabilities do you need?

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27. What vendors make products that address the Human learning needs?

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

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29. Will it solve real problems?

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30. What is the Human learning problem definition? What do you need to resolve?

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31. When a Human learning manager recognizes a problem, what options are available?

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32. What are the stakeholder objectives to be achieved with Human learning?

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33. Are problem definition and motivation clearly presented?

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34. Are there Human learning problems defined?

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35. How do you recognize an objection?

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36. What is the smallest subset of the problem you can usefully solve?

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37. How can auditing be a preventative security measure?

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38. To what extent does each concerned units management team recognize Human learning as an effective investment?

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39. Does Human learning create potential expectations in other areas that need to be recognized and considered?

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

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41. Do you need to avoid or amend any Human learning activities?

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42. What is the extent or complexity of the Human learning problem?

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43. Which issues are too important to ignore?

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44. Who else hopes to benefit from it?

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45. Which needs are not included or involved?

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46. Are employees recognized for desired behaviors?

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47. Are there any revenue recognition issues?

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48. Why the need?

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49. What tools and technologies are needed for a custom Human learning project?

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50. Do you know what you need to know about Human learning?

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51. What are the Human learning resources needed?

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52. What Human learning coordination do you need?

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53. Where do you need to exercise leadership?

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54. What do you need to start doing?

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55. Does your organization need more Human learning education?

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56. What is the recognized need?

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

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58. Are controls defined to recognize and contain problems?

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59. What Human learning events should you attend?

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60. Where is training needed?

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61. What do employees need in the short term?

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62. Are there recognized Human learning problems?

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63. Who needs what information?

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64. What information do users need?

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65. What else needs to be measured?

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66. Who are your key stakeholders who need to sign off?

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

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68. What is the problem and/or vulnerability?

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

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70. Is it needed?

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71. Would you recognize a threat from the inside?

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72. What Human learning problem should be solved?

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73. What extra resources will you need?

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74. How much are sponsors, customers, partners, stakeholders involved in Human learning? In other words, what are the risks, if Human learning does not deliver successfully?

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75. What are the clients issues and concerns?

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

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77. What are your needs in relation to Human learning skills, labor, equipment, and markets?

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78. Do you need different information or graphics?

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79. Will new equipment/products be required to facilitate Human learning delivery, for example is new software needed?

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80. How many trainings, in total, are needed?

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81. What are the expected benefits of Human learning to the stakeholder?

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82. How are the Human learning’s objectives aligned to the group’s overall stakeholder strategy?

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83. What resources or support might you need?

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84. Does the problem have ethical dimensions?

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85. Why is this needed?

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86. How are you going to measure success?

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87. What needs to stay?

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88. Will Human learning deliverables need to be tested and, if so, by whom?

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89. Who needs to know?

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90. Who needs to know about Human learning?

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91. Who needs budgets?

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92. Have you identified your Human learning key performance indicators?

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93. How are training requirements identified?

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

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95. What prevents you from making the changes you know will make you a more effective Human learning leader?

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96. For your Human learning project, identify and describe the business environment, is there more than one layer to the business environment?

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

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98. Which information does the Human learning business case need to include?

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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 Human learning Index at the beginning of the Self-Assessment.