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.
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.