Читать книгу Personnel Director A Complete Guide - 2020 Edition - Gerardus Blokdyk - Страница 8
ОглавлениеCRITERION #2: DEFINE:
INTENT: Formulate the stakeholder problem. Define the problem, needs and objectives.
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 improvement team aware of the different versions of a process: what they think it is vs. what it actually is vs. what it should be vs. what it could be?
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2. Is scope creep really all bad news?
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3. Is there a completed, verified, and validated high-level ‘as is’ (not ‘should be’ or ‘could be’) stakeholder process map?
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4. Has everyone on the team, including the team leaders, been properly trained?
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5. Where can you gather more information?
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6. Is the team adequately staffed with the desired cross-functionality? If not, what additional resources are available to the team?
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7. Is the work to date meeting requirements?
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8. Who are the Personnel director improvement team members, including Management Leads and Coaches?
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9. What scope to assess?
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10. Has your scope been defined?
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11. What are the Roles and Responsibilities for each team member and its leadership? Where is this documented?
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12. How often are the team meetings?
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13. What are the compelling stakeholder reasons for embarking on Personnel director?
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14. What specifically is the problem? Where does it occur? When does it occur? What is its extent?
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15. Are audit criteria, scope, frequency and methods defined?
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16. What key stakeholder process output measure(s) does Personnel director leverage and how?
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17. How do you gather requirements?
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18. How did the Personnel director manager receive input to the development of a Personnel director improvement plan and the estimated completion dates/times of each activity?
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19. What are the dynamics of the communication plan?
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20. The political context: who holds power?
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21. What is out-of-scope initially?
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22. What is the context?
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23. How and when will the baselines be defined?
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24. Are resources adequate for the scope?
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25. Has anyone else (internal or external to the group) attempted to solve this problem or a similar one before? If so, what knowledge can be leveraged from these previous efforts?
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26. How do you build the right business case?
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27. What critical content must be communicated – who, what, when, where, and how?
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28. What customer feedback methods were used to solicit their input?
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29. Is the current ‘as is’ process being followed? If not, what are the discrepancies?
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30. What gets examined?
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31. Is there regularly 100% attendance at the team meetings? If not, have appointed substitutes attended to preserve cross-functionality and full representation?
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32. What is in scope?
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33. What was the context?
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34. Is Personnel director linked to key stakeholder goals and objectives?
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35. Is there any additional Personnel director definition of success?
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36. What knowledge or experience is required?
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37. What happens if Personnel director’s scope changes?
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38. What is the scope of the Personnel director effort?
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39. Are the Personnel director requirements testable?
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40. Do you have organizational privacy requirements?
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41. Has the improvement team collected the ‘voice of the customer’ (obtained feedback – qualitative and quantitative)?
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42. Is data collected and displayed to better understand customer(s) critical needs and requirements.
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43. What Personnel director services do you require?
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44. Do you all define Personnel director in the same way?
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45. What sources do you use to gather information for a Personnel director study?
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46. Is the Personnel director scope complete and appropriately sized?
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47. When are meeting minutes sent out? Who is on the distribution list?
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48. Are required metrics defined, what are they?
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49. Has a Personnel director requirement not been met?
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50. Are roles and responsibilities formally defined?
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51. Does the scope remain the same?
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52. How do you catch Personnel director definition inconsistencies?
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53. Are different versions of process maps needed to account for the different types of inputs?
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54. Who is gathering information?
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55. Is there a completed SIPOC representation, describing the Suppliers, Inputs, Process, Outputs, and Customers?
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56. How have you defined all Personnel director requirements first?
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57. What are the Personnel director use cases?
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58. What information do you gather?
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59. How do you keep key subject matter experts in the loop?
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60. Are customer(s) identified and segmented according to their different needs and requirements?
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61. Has a high-level ‘as is’ process map been completed, verified and validated?
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62. What system do you use for gathering Personnel director information?
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63. How is the team tracking and documenting its work?
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64. Is Personnel director required?
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65. What is the worst case scenario?
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66. How does the Personnel director manager ensure against scope creep?
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67. What are the rough order estimates on cost savings/opportunities that Personnel director brings?
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68. How do you manage unclear Personnel director requirements?
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69. Have all of the relationships been defined properly?
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70. How do you manage scope?
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71. What is a worst-case scenario for losses?
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72. Have all basic functions of Personnel director been defined?
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73. Is there a critical path to deliver Personnel director results?
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74. What is the definition of success?
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75. What defines best in class?
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76. Has the direction changed at all during the course of Personnel director? If so, when did it change and why?
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77. Who approved the Personnel director scope?
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78. Are accountability and ownership for Personnel director clearly defined?
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79. Is the scope of Personnel director defined?
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80. Are there any constraints known that bear on the ability to perform Personnel director work? How is the team addressing them?
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81. How do you think the partners involved in Personnel director would have defined success?
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82. What scope do you want your strategy to cover?
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83. How can the value of Personnel director be defined?
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84. What information should you gather?
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85. Are the Personnel director requirements complete?
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86. How would you define the culture at your organization, how susceptible is it to Personnel director changes?
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87. What are the boundaries of the scope? What is in bounds and what is not? What is the start point? What is the stop point?
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88. Are all requirements met?
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89. Will a Personnel director production readiness review be required?
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90. Has a project plan, Gantt chart, or similar been developed/completed?
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91. Are there different segments of customers?
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92. What constraints exist that might impact the team?
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93. Who defines (or who defined) the rules and roles?
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94. What is the scope of the Personnel director work?
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95. What are the Personnel director tasks and definitions?
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96. When is/was the Personnel director start date?
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97. Has the Personnel director work been fairly and/or equitably divided and delegated among team members who are qualified and capable to perform the work? Has everyone contributed?
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98. What are the tasks and definitions?
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99. Is Personnel director currently on schedule according to the plan?
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100. What is the scope?
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101. Do the problem and goal statements meet the SMART criteria (specific, measurable, attainable, relevant, and time-bound)?
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102. Have specific policy objectives been defined?
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103. What is the scope of Personnel director?
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104. Are task requirements clearly defined?
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105. What is in the scope and what is not in scope?
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106. Have the customer needs been translated into specific, measurable requirements? How?
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107. What Personnel director requirements should be gathered?
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108. Is the Personnel director scope manageable?
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109. Is there a Personnel director management charter, including stakeholder case, problem and goal statements, scope, milestones, roles and responsibilities, communication plan?
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110. When is the estimated completion date?
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111. Scope of sensitive information?
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112. What are the requirements for audit information?
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113. How do you gather the stories?
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114. What are the record-keeping requirements of Personnel director activities?
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115. If substitutes have been appointed, have they been briefed on the Personnel director goals and received regular communications as to the progress to date?
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116. How do you gather Personnel director requirements?
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117. What sort of initial information to gather?
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118. Do you have a Personnel director success story or case study ready to tell and share?
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119. Are approval levels defined for contracts and supplements to contracts?
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120. Has a team charter been developed and communicated?
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121. Is it clearly defined in and to your organization what you do?
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122. Is special Personnel director user knowledge required?
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123. What is out of scope?
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124. What baselines are required to be defined and managed?
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125. Does the team have regular meetings?
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126. How will the Personnel director team and the group measure complete success of Personnel director?
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127. What is the definition of Personnel director excellence?
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128. Has/have the customer(s) been identified?
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129. How would you define Personnel director leadership?
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130. What intelligence can you gather?
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131. How was the ‘as is’ process map developed, reviewed, verified and validated?
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132. Who is gathering Personnel director information?
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133. What would be the goal or target for a Personnel director’s improvement team?
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134. What are the core elements of the Personnel director business case?
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135. Why are you doing Personnel director and what is the scope?
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136. How do you manage changes in Personnel director requirements?
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137. What are (control) requirements for Personnel director Information?
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138. How will variation in the actual durations of each activity be dealt with to ensure that the expected Personnel director results are met?
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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 Personnel director Index at the beginning of the Self-Assessment.
