to ignore?
<--- Score
61. Think about the people you identified for your Training analysis 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
62. Does Training analysis create potential expectations in other areas that need to be recognized and considered?
<--- Score
63. What are the minority interests and what amount of minority interests can be recognized?
<--- Score
64. Are there recognized Training analysis problems?
<--- Score
65. Who needs budgets?
<--- Score
66. As a sponsor, customer or management, how important is it to meet goals, objectives?
<--- Score
67. Who else hopes to benefit from it?
<--- Score
68. What else needs to be measured?
<--- Score
69. How many trainings, in total, are needed?
<--- Score
70. Will new equipment/products be required to facilitate Training analysis delivery, for example is new software needed?
<--- Score
71. Is it needed?
<--- Score
72. What Training analysis events should you attend?
<--- Score
73. When a Training analysis manager recognizes a problem, what options are available?
<--- Score
74. What activities does the governance board need to consider?
<--- Score
75. How does it fit into your organizational needs and tasks?
<--- Score
76. What tools and technologies are needed for a custom Training analysis project?
<--- Score
77. Whom do you really need or want to serve?
<--- Score
78. What resources or support might you need?
<--- Score
79. Would you recognize a threat from the inside?
<--- Score
80. What are the clients issues and concerns?
<--- Score
81. Are employees recognized or rewarded for performance that demonstrates the highest levels of integrity?
<--- Score
82. What would happen if Training analysis weren’t done?
<--- Score
83. Do you recognize Training analysis achievements?
<--- Score
84. What are the Training analysis resources needed?
<--- Score
85. Why is this needed?
<--- Score
86. How do you take a forward-looking perspective in identifying Training analysis research related to market response and models?
<--- Score
87. What do you need to start doing?
<--- Score
88. For your Training analysis project, identify and describe the business environment, is there more than one layer to the business environment?
<--- Score
89. What prevents you from making the changes you know will make you a more effective Training analysis leader?
<--- Score
90. How do you assess your Training analysis workforce capability and capacity needs, including skills, competencies, and staffing levels?
<--- Score
91. Why the need?
<--- Score
92. Are problem definition and motivation clearly presented?
<--- Score
93. What does Training analysis success mean to the stakeholders?
<--- Score
94. What should be considered when identifying available resources, constraints, and deadlines?
<--- Score
95. How can auditing be a preventative security measure?
<--- Score
96. Who are your key stakeholders who need to sign off?
<--- 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 Training analysis Index at the beginning of the Self-Assessment.
CRITERION #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. Are different versions of process maps needed to account for the different types of inputs?
<--- Score
2. 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?
<--- Score
3. How do you catch Training analysis definition inconsistencies?
<--- Score
4. What are the Training analysis use cases?
<--- Score
5. Why are you doing Training analysis and what is the scope?
<--- Score
6. 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?
<--- Score
7. Is the Training analysis scope manageable?
<--- Score
8. Is there a Training analysis management charter, including stakeholder case, problem and goal statements, scope, milestones, roles and responsibilities, communication plan?
<--- Score
9. Is it clearly defined in and to your organization what you do?
<--- Score
10. Have all basic functions of Training analysis been defined?
<--- Score
11. What is the scope?
<--- Score
12. Have the customer needs been translated into specific, measurable requirements? How?
<--- Score
13.