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