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