are not included or involved?
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3. Are there recognized Learning on the job problems?
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4. Can management personnel recognize the monetary benefit of Learning on the job?
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5. Do you have/need 24-hour access to key personnel?
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6. Does the problem have ethical dimensions?
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7. What is the smallest subset of the problem you can usefully solve?
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8. Are there regulatory / compliance issues?
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9. Is the need for organizational change recognized?
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10. What are the minority interests and what amount of minority interests can be recognized?
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11. Are problem definition and motivation clearly presented?
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12. Who should resolve the Learning on the job issues?
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13. Will Learning on the job deliverables need to be tested and, if so, by whom?
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14. Are employees recognized or rewarded for performance that demonstrates the highest levels of integrity?
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15. What creative shifts do you need to take?
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16. How does it fit into your organizational needs and tasks?
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17. What would happen if Learning on the job weren’t done?
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18. What activities does the governance board need to consider?
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19. How do you take a forward-looking perspective in identifying Learning on the job research related to market response and models?
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20. How are the Learning on the job’s objectives aligned to the group’s overall stakeholder strategy?
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21. Where do you need to exercise leadership?
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22. Why the need?
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23. Are there Learning on the job problems defined?
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24. Who defines the rules in relation to any given issue?
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25. Does your organization need more Learning on the job education?
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26. What is the problem and/or vulnerability?
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27. Are employees recognized for desired behaviors?
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28. What information do users need?
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29. What extra resources will you need?
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30. What Learning on the job problem should be solved?
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31. Have you identified your Learning on the job key performance indicators?
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32. Whom do you really need or want to serve?
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33. What does Learning on the job success mean to the stakeholders?
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34. What is the recognized need?
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35. Are there any specific expectations or concerns about the Learning on the job team, Learning on the job itself?
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36. What are your needs in relation to Learning on the job skills, labor, equipment, and markets?
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37. What prevents you from making the changes you know will make you a more effective Learning on the job leader?
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38. Are there any revenue recognition issues?
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39. Who needs to know?
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40. Do you know what you need to know about Learning on the job?
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41. Who needs what information?
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42. What are the expected benefits of Learning on the job to the stakeholder?
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43. What problems are you facing and how do you consider Learning on the job will circumvent those obstacles?
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44. What situation(s) led to this Learning on the job Self Assessment?
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45. How do you recognize an Learning on the job objection?
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46. Are you dealing with any of the same issues today as yesterday? What can you do about this?
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47. What Learning on the job coordination do you need?
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48. How are training requirements identified?
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49. Do you need different information or graphics?
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50. Did you miss any major Learning on the job issues?
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51. Who needs to know about Learning on the job?
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52. When a Learning on the job manager recognizes a problem, what options are available?
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53. Is it clear when you think of the day ahead of you what activities and tasks you need to complete?
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54. How are you going to measure success?
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55. What resources or support might you need?
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56. How can auditing be a preventative security measure?
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57. What are the clients issues and concerns?
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58. What needs to be done?
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59. What Learning on the job events should you attend?
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60. What needs to stay?
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61.