Person Analysis A Complete Guide - 2020 Edition. Gerardus Blokdyk

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СКАЧАТЬ manner?

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

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      77. Will Person Analysis deliverables need to be tested and, if so, by whom?

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      78. Think about the people you identified for your Person Analysis project and the project responsibilities you would assign to them, what kind of training do you think they would need to perform these responsibilities effectively?

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      79. How do you recognize an Person Analysis objection?

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      80. Do you know what you need to know about Person Analysis?

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      81. Does your organization need more Person Analysis education?

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      82. Who else hopes to benefit from it?

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      83. Are controls defined to recognize and contain problems?

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      84. What else needs to be measured?

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      85. What needs to stay?

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      86. Where do you need to exercise leadership?

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      87. Consider your own Person Analysis project, what types of organizational problems do you think might be causing or affecting your problem, based on the work done so far?

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      88. As a sponsor, customer or management, how important is it to meet goals, objectives?

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      89. What Person Analysis problem should be solved?

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      90. To what extent would your organization benefit from being recognized as a award recipient?

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      91. How do you assess your Person Analysis workforce capability and capacity needs, including skills, competencies, and staffing levels?

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      92. What Person Analysis coordination do you need?

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      93. What is the recognized need?

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      94. What Person Analysis capabilities do you need?

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      95. What extra resources will you need?

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      96. Are there any revenue recognition issues?

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      97. What are the timeframes required to resolve each of the issues/problems?

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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 Person 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. Is data collected and displayed to better understand customer(s) critical needs and requirements.

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      2. Where can you gather more information?

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      3. Is special Person Analysis user knowledge required?

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      4. What scope to assess?

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      5. Do you all define Person Analysis in the same way?

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      6. How do you manage unclear Person Analysis requirements?

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

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      8. What specifically is the problem? Where does it occur? When does it occur? What is its extent?

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      9. How did the Person Analysis manager receive input to the development of a Person Analysis improvement plan and the estimated completion dates/times of each activity?

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      10. What gets examined?

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      11. Do you have organizational privacy requirements?

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

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      13. What are the Roles and Responsibilities for each team member and its leadership? Where is this documented?

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      14. Has a project plan, Gantt chart, or similar been developed/completed?

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      15. What key stakeholder process output measure(s) does Person Analysis leverage and how?

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      16. How will variation in the actual durations of each activity be dealt with to ensure that СКАЧАТЬ