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