What critical content must be communicated – who, what, when, where, and how?
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73. Is the Human learning scope manageable?
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74. Is special Human learning user knowledge required?
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75. What is the scope of the Human learning effort?
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76. What key stakeholder process output measure(s) does Human learning leverage and how?
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77. Are there any constraints known that bear on the ability to perform Human learning work? How is the team addressing them?
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78. Has the improvement team collected the ‘voice of the customer’ (obtained feedback – qualitative and quantitative)?
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79. How is the team tracking and documenting its work?
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80. What specifically is the problem? Where does it occur? When does it occur? What is its extent?
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81. Is there a critical path to deliver Human learning results?
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82. Why are you doing Human learning and what is the scope?
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83. Will team members regularly document their Human learning work?
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84. What customer feedback methods were used to solicit their input?
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85. Have the customer needs been translated into specific, measurable requirements? How?
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86. What is the context?
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87. Will a Human learning production readiness review be required?
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88. Are required metrics defined, what are they?
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89. How will variation in the actual durations of each activity be dealt with to ensure that the expected Human learning results are met?
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90. How do you manage changes in Human learning requirements?
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91. Is the Human learning scope complete and appropriately sized?
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92. What constraints exist that might impact the team?
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93. Has your scope been defined?
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94. How do you gather Human learning requirements?
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95. What information should you gather?
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96. What is the scope of Human learning?
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97. What are the Human learning use cases?
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98. Is Human learning required?
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99. Are approval levels defined for contracts and supplements to contracts?
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100. Do you all define Human learning in the same way?
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101. Is there a Human learning management charter, including stakeholder case, problem and goal statements, scope, milestones, roles and responsibilities, communication plan?
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102. Are the Human learning requirements testable?
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103. How have you defined all Human learning requirements first?
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104. What are the rough order estimates on cost savings/opportunities that Human learning brings?
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105. Is there a completed, verified, and validated high-level ‘as is’ (not ‘should be’ or ‘could be’) stakeholder process map?
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106. How do you hand over Human learning context?
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107. Do you have organizational privacy requirements?
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108. 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?
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109. What are the requirements for audit information?
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110. Has the Human learning work been fairly and/or equitably divided and delegated among team members who are qualified and capable to perform the work? Has everyone contributed?
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111. Are resources adequate for the scope?
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112. What are the tasks and definitions?
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113. What is the scope of the Human learning work?
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114. Is there any additional Human learning definition of success?
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115. Have all of the relationships been defined properly?
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116. What is the scope?
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117. Is the team adequately staffed with the desired cross-functionality? If not, what additional resources are available to the team?
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118. Is it clearly defined in and to your organization what you do?
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119. Who defines (or who defined) the rules and roles?
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120. What Human learning services do you require?
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121. Who is gathering Human learning information?
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122. Is there a completed SIPOC representation, describing the Suppliers, Inputs, Process, Outputs, and Customers?
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123. Are audit criteria, scope, frequency and methods defined?
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124. What are the core elements of the Human learning business case?
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125. How can the value of Human learning be defined?
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126. Are customer(s) identified and segmented according to their different needs and requirements?
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127. Scope of sensitive information?