Training Analysis A Complete Guide - 2020 Edition. Gerardus Blokdyk

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СКАЧАТЬ consider?

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      75. How does it fit into your organizational needs and tasks?

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      76. What tools and technologies are needed for a custom Training analysis project?

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      77. Whom do you really need or want to serve?

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      78. What resources or support might you need?

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      79. Would you recognize a threat from the inside?

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      80. What are the clients issues and concerns?

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      81. Are employees recognized or rewarded for performance that demonstrates the highest levels of integrity?

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      82. What would happen if Training analysis weren’t done?

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      83. Do you recognize Training analysis achievements?

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      84. What are the Training analysis resources needed?

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      85. Why is this needed?

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      86. How do you take a forward-looking perspective in identifying Training analysis research related to market response and models?

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      87. What do you need to start doing?

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      88. For your Training analysis project, identify and describe the business environment, is there more than one layer to the business environment?

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      89. What prevents you from making the changes you know will make you a more effective Training analysis leader?

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      90. How do you assess your Training analysis workforce capability and capacity needs, including skills, competencies, and staffing levels?

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      91. Why the need?

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      92. Are problem definition and motivation clearly presented?

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      93. What does Training analysis success mean to the stakeholders?

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      94. What should be considered when identifying available resources, constraints, and deadlines?

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      95. How can auditing be a preventative security measure?

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      96. Who are your key stakeholders who need to sign off?

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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 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?

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      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?

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      3. How do you catch Training analysis definition inconsistencies?

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      4. What are the Training analysis use cases?

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      5. Why are you doing Training analysis and what is the scope?

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      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?

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      7. Is the Training analysis scope manageable?

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      8. Is there a Training analysis management charter, including stakeholder case, problem and goal statements, scope, milestones, roles and responsibilities, communication plan?

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      9. Is it clearly defined in and to your organization what you do?

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      10. Have all basic functions of Training analysis been defined?

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      11. What is the scope?

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      12. Have the customer needs been translated into specific, measurable requirements? How?

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      13. How often are the team meetings?

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      14. Is the team adequately staffed with the desired cross-functionality? If not, what additional resources are available to the team?

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      15. What baselines are required to be defined and managed?

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