Person Analysis A Complete Guide - 2020 Edition. Gerardus Blokdyk

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СКАЧАТЬ Score

      31. What is the smallest subset of the problem you can usefully solve?

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      32. What is the problem and/or vulnerability?

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      33. Is the need for organizational change recognized?

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      34. What would happen if Person Analysis weren’t done?

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      35. How can auditing be a preventative security measure?

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      36. Where is training needed?

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      37. What Person Analysis events should you attend?

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      38. Do you need different information or graphics?

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      39. What activities does the governance board need to consider?

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      40. What are your needs in relation to Person Analysis skills, labor, equipment, and markets?

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      41. Are there any specific expectations or concerns about the Person Analysis team, Person Analysis itself?

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      42. Would you recognize a threat from the inside?

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      43. How much are sponsors, customers, partners, stakeholders involved in Person Analysis? In other words, what are the risks, if Person Analysis does not deliver successfully?

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      44. Who needs budgets?

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      45. What are the Person Analysis resources needed?

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      46. Which information does the Person Analysis business case need to include?

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      47. Does Person Analysis create potential expectations in other areas that need to be recognized and considered?

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

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      49. What is the extent or complexity of the Person Analysis problem?

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      50. What problems are you facing and how do you consider Person Analysis will circumvent those obstacles?

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      51. For your Person Analysis project, identify and describe the business environment, is there more than one layer to the business environment?

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      52. Will a response program recognize when a crisis occurs and provide some level of response?

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      53. Does the problem have ethical dimensions?

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      54. How are training requirements identified?

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      55. Are problem definition and motivation clearly presented?

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      56. What are the minority interests and what amount of minority interests can be recognized?

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      57. Who needs what information?

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      58. What resources or support might you need?

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      59. What training and capacity building actions are needed to implement proposed reforms?

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      60. Do you recognize Person Analysis achievements?

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      61. How are you going to measure success?

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      62. How many trainings, in total, are needed?

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      63. Which issues are too important to ignore?

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

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      65. What are the stakeholder objectives to be achieved with Person Analysis?

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      66. How do you identify the kinds of information that you will need?

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      67. What creative shifts do you need to take?

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      68. Do you need to avoid or amend any Person Analysis activities?

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      69. Who defines the rules in relation to any given issue?

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      70. Who needs to know?

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      71. Are employees recognized for desired behaviors?

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      72. Will new equipment/products be required to facilitate Person Analysis delivery, for example is new software needed?

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      73. What do employees need in the short term?

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      74. How are the Person Analysis’s objectives aligned to the group’s overall stakeholder strategy?

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      75. Are losses recognized in a СКАЧАТЬ