Training Analysis A Complete Guide - 2020 Edition. Gerardus Blokdyk

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СКАЧАТЬ style="font-size:15px;">      16. Who defines (or who defined) the rules and roles?

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      17. Do you have a Training analysis success story or case study ready to tell and share?

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      18. Do you have organizational privacy requirements?

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      19. How is the team tracking and documenting its work?

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      20. What constraints exist that might impact the team?

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      21. Are approval levels defined for contracts and supplements to contracts?

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      22. Are required metrics defined, what are they?

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      23. How do you gather requirements?

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      24. Has the improvement team collected the ‘voice of the customer’ (obtained feedback – qualitative and quantitative)?

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      25. When is the estimated completion date?

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      26. How will variation in the actual durations of each activity be dealt with to ensure that the expected Training analysis results are met?

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      27. In what way can you redefine the criteria of choice clients have in your category in your favor?

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      28. Is there a completed SIPOC representation, describing the Suppliers, Inputs, Process, Outputs, and Customers?

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      29. Who approved the Training analysis scope?

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      30. Are resources adequate for the scope?

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      31. What are the Training analysis tasks and definitions?

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      32. Does the team have regular meetings?

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      33. How did the Training analysis manager receive input to the development of a Training analysis improvement plan and the estimated completion dates/times of each activity?

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      34. What is in the scope and what is not in scope?

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      35. What are the dynamics of the communication plan?

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      36. What system do you use for gathering Training analysis information?

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      37. What sources do you use to gather information for a Training analysis study?

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      38. How does the Training analysis manager ensure against scope creep?

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      39. When are meeting minutes sent out? Who is on the distribution list?

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      40. What is the scope of Training analysis?

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      41. What is the worst case scenario?

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      42. Are task requirements clearly defined?

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      43. What is the scope of the Training analysis work?

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      44. How do you hand over Training analysis context?

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      45. How do you keep key subject matter experts in the loop?

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      46. Is Training analysis required?

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      47. Is there a critical path to deliver Training analysis results?

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      48. How and when will the baselines be defined?

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      49. What Training analysis requirements should be gathered?

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      50. What is the definition of Training analysis excellence?

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      51. Is Training analysis currently on schedule according to the plan?

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      52. How can the value of Training analysis be defined?

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      53. Is there a completed, verified, and validated high-level ‘as is’ (not ‘should be’ or ‘could be’) stakeholder process map?

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      54. What critical content must be communicated – who, what, when, where, and how?

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      55. Has a high-level ‘as is’ process map been completed, verified and validated?

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      56. How do you think the partners involved in Training analysis would have defined success?

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      57. What are the compelling stakeholder reasons for embarking on Training analysis?

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      58. Scope of sensitive information?

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      59. What are the requirements for audit information?

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      60. What is out of scope?

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