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