Читать книгу Personnel Director A Complete Guide - 2020 Edition - Gerardus Blokdyk - Страница 9

CRITERION #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 do you verify the Personnel director requirements quality?

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2. Will Personnel director have an impact on current business continuity, disaster recovery processes and/or infrastructure?

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3. What does your operating model cost?

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4. When a disaster occurs, who gets priority?

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5. Do you aggressively reward and promote the people who have the biggest impact on creating excellent Personnel director services/products?

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6. What methods are feasible and acceptable to estimate the impact of reforms?

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7. What does losing customers cost your organization?

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8. Does a Personnel director quantification method exist?

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9. What do you measure and why?

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10. Are there competing Personnel director priorities?

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11. How do you control the overall costs of your work processes?

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12. How are measurements made?

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13. Where is it measured?

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14. How do you verify the authenticity of the data and information used?

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15. What would be a real cause for concern?

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16. Is the cost worth the Personnel director effort ?

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17. Have you made assumptions about the shape of the future, particularly its impact on your customers and competitors?

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18. How will costs be allocated?

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19. Are there measurements based on task performance?

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20. How sensitive must the Personnel director strategy be to cost?

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21. What causes innovation to fail or succeed in your organization?

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22. What are you verifying?

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23. Do you effectively measure and reward individual and team performance?

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24. What would it cost to replace your technology?

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25. What are the types and number of measures to use?

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26. What are your key Personnel director organizational performance measures, including key short and longer-term financial measures?

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27. Did you tackle the cause or the symptom?

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28. How can you measure Personnel director in a systematic way?

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29. What are your customers expectations and measures?

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30. Which measures and indicators matter?

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31. What are the strategic priorities for this year?

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32. How is progress measured?

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33. How can you manage cost down?

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34. How is the value delivered by Personnel director being measured?

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35. How will effects be measured?

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36. How are costs allocated?

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37. How long to keep data and how to manage retention costs?

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38. What is measured? Why?

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39. Is the solution cost-effective?

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40. Are you aware of what could cause a problem?

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41. How do you verify performance?

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42. Is there an opportunity to verify requirements?

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43. What are hidden Personnel director quality costs?

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44. Are indirect costs charged to the Personnel director program?

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45. How will success or failure be measured?

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46. Which Personnel director impacts are significant?

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47. What does a Test Case verify?

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48. How can you measure the performance?

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49. Are there any easy-to-implement alternatives to Personnel director? Sometimes other solutions are available that do not require the cost implications of a full-blown project?

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50. What potential environmental factors impact the Personnel director effort?

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51. Are actual costs in line with budgeted costs?

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52. What is your decision requirements diagram?

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53. What tests verify requirements?

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54. What are the Personnel director key cost drivers?

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55. Are missed Personnel director opportunities costing your organization money?

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56. Do the benefits outweigh the costs?

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57. What users will be impacted?

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58. How do you verify and develop ideas and innovations?

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59. Why do the measurements/indicators matter?

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60. At what cost?

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61. What causes investor action?

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62. What are the costs and benefits?

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63. What is the cost of rework?

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64. What measurements are possible, practicable and meaningful?

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65. What could cause you to change course?

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66. What are the operational costs after Personnel director deployment?

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67. Does the Personnel director task fit the client’s priorities?

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68. What do people want to verify?

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69. How do you verify if Personnel director is built right?

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70. How can you reduce costs?

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71. What causes mismanagement?

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72. How will your organization measure success?

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73. How much does it cost?

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74. What is your Personnel director quality cost segregation study?

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75. What are the uncertainties surrounding estimates of impact?

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76. What causes extra work or rework?

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77. What can be used to verify compliance?

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78. Who pays the cost?

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79. How do you measure variability?

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80. What are the current costs of the Personnel director process?

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81. How can you reduce the costs of obtaining inputs?

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82. Are you able to realize any cost savings?

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83. Do you have any cost Personnel director limitation requirements?

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84. How do you prevent mis-estimating cost?

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85. How can a Personnel director test verify your ideas or assumptions?

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86. Are the units of measure consistent?

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87. What are the Personnel director investment costs?

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88. How to cause the change?

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89. 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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90. What are allowable costs?

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91. How do you measure efficient delivery of Personnel director services?

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92. What relevant entities could be measured?

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93. Are Personnel director vulnerabilities categorized and prioritized?

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94. What evidence is there and what is measured?

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95. Which costs should be taken into account?

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96. How do you verify and validate the Personnel director data?

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97. How do your measurements capture actionable Personnel director information for use in exceeding your customers expectations and securing your customers engagement?

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98. What is the root cause(s) of the problem?

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99. Why do you expend time and effort to implement measurement, for whom?

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100. Are you taking your company in the direction of better and revenue or cheaper and cost?

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101. Are supply costs steady or fluctuating?

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102. What harm might be caused?

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103. What are the estimated costs of proposed changes?

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104. How do you aggregate measures across priorities?

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105. Have you included everything in your Personnel director cost models?

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106. Among the Personnel director product and service cost to be estimated, which is considered hardest to estimate?

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107. What happens if cost savings do not materialize?

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108. How will measures be used to manage and adapt?

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109. What is the total cost related to deploying Personnel director, including any consulting or professional services?

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110. Are the Personnel director benefits worth its costs?

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111. How is performance measured?

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112. How do you measure lifecycle phases?

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113. How will you measure your Personnel director effectiveness?

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114. What are the costs?

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115. When are costs are incurred?

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116. What could cause delays in the schedule?

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117. Does management have the right priorities among projects?

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118. How do you verify your resources?

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119. Have design-to-cost goals been established?

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120. Has a cost center been established?

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121. Do you have a flow diagram of what happens?

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122. How do you measure success?

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123. How do you quantify and qualify impacts?

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124. What disadvantage does this cause for the user?

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125. Was a business case (cost/benefit) developed?

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126. What are the costs of delaying Personnel director action?

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127. Where is the cost?

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128. Are the measurements objective?

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129. What is the cause of any Personnel director gaps?

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130. How will you measure success?

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131. What is the Personnel director business impact?

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132. Who should receive measurement reports?

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133. What are the costs of reform?

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