Person Analysis A Complete Guide - 2020 Edition. Gerardus Blokdyk

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СКАЧАТЬ and definitions?

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

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      109. Will a Person Analysis production readiness review be required?

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      110. Have all basic functions of Person Analysis been defined?

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      111. What would be the goal or target for a Person Analysis’s improvement team?

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      112. Are the Person Analysis requirements testable?

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      113. Are accountability and ownership for Person Analysis clearly defined?

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      114. What is the definition of success?

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      115. Has/have the customer(s) been identified?

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      116. Is there a clear Person Analysis case definition?

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      117. The political context: who holds power?

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      118. Will team members regularly document their Person Analysis work?

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      119. What is in scope?

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      120. What Person Analysis requirements should be gathered?

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

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      122. What is the scope of the Person Analysis work?

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      123. Are there any constraints known that bear on the ability to perform Person Analysis work? How is the team addressing them?

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      124. What is the worst case scenario?

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      125. Has everyone on the team, including the team leaders, been properly trained?

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

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      127. What Person Analysis services do you require?

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

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      129. What are the tasks and definitions?

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      130. 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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      131. How will the Person Analysis team and the group measure complete success of Person Analysis?

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      132. Are required metrics defined, what are they?

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      133. Are roles and responsibilities formally defined?

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

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      135. Has the Person Analysis work been fairly and/or equitably divided and delegated among team members who are qualified and capable to perform the work? Has everyone contributed?

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      136. Will team members perform Person Analysis work when assigned and in a timely fashion?

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      137. 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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      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 #3: MEASURE:

      INTENT: Gather the correct data. Measure the current performance and evolution of the situation.

      In my belief, the answer to this question is clearly defined:

      5 Strongly Agree

      4 Agree

      3 Neutral

      2 Disagree

      1 Strongly Disagree

      1. How can you manage cost down?

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      2. Do you aggressively reward and promote the people who have the biggest impact on creating excellent Person Analysis services/products?

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      3. Which measures and indicators matter?

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      4. Are you taking your company in the direction of better and revenue or cheaper and cost?

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      5. How do you stay flexible and focused to recognize larger Person Analysis results?

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      6. How are measurements made?

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      7. How do you aggregate measures across priorities?

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