Person Analysis A Complete Guide - 2020 Edition. Gerardus Blokdyk

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СКАЧАТЬ Person Analysis results are met?

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

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      18. What are the boundaries of the scope? What is in bounds and what is not? What is the start point? What is the stop point?

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      19. When is the estimated completion date?

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      20. How can the value of Person Analysis be defined?

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      21. What is out-of-scope initially?

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      22. What sort of initial information to gather?

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

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      24. How do you manage changes in Person Analysis requirements?

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      25. How are consistent Person Analysis definitions important?

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      26. How does the Person Analysis manager ensure against scope creep?

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      27. Is Person Analysis currently on schedule according to the plan?

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      28. What system do you use for gathering Person Analysis information?

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      29. Has your scope been defined?

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      30. How do you build the right business case?

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      31. What are the requirements for audit information?

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      32. What are the dynamics of the communication plan?

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

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      34. Is the team equipped with available and reliable resources?

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      35. What is the definition of Person Analysis excellence?

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      36. Are the Person Analysis requirements complete?

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      37. How do you think the partners involved in Person Analysis would have defined success?

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      38. What is the scope of Person Analysis?

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      39. How have you defined all Person Analysis requirements first?

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      40. What scope do you want your strategy to cover?

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      41. When is/was the Person Analysis start date?

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      42. How often are the team meetings?

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      43. Has a team charter been developed and communicated?

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      44. Is the work to date meeting requirements?

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      45. How do you gather requirements?

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      46. Why are you doing Person Analysis and what is the scope?

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      47. Who is gathering Person Analysis information?

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      48. What constraints exist that might impact the team?

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      49. What customer feedback methods were used to solicit their input?

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      50. If substitutes have been appointed, have they been briefed on the Person Analysis goals and received regular communications as to the progress to date?

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      51. How do you gather the stories?

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      52. Are different versions of process maps needed to account for the different types of inputs?

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      53. What are the record-keeping requirements of Person Analysis activities?

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      54. Is there a critical path to deliver Person Analysis results?

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      55. Is the current ‘as is’ process being followed? If not, what are the discrepancies?

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

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      57. Are there different segments of customers?

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      58. What is the scope of the Person Analysis effort?

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      59. Have specific policy objectives been defined?

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      60. Is the Person Analysis scope manageable?

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      61. How would you define Person Analysis leadership?

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