Personnel Director A Complete Guide - 2020 Edition. Gerardus Blokdyk

Чтение книги онлайн.

СКАЧАТЬ Which needs are not included or involved?

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      75. Are employees recognized for desired behaviors?

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      76. What Personnel director problem should be solved?

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

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      78. Do you know what you need to know about Personnel director?

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      79. What is the Personnel director problem definition? What do you need to resolve?

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      80. Who are your key stakeholders who need to sign off?

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      81. Think about the people you identified for your Personnel director 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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      82. Which information does the Personnel director business case need to include?

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      83. How do you recognize an Personnel director objection?

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      84. What resources or support might you need?

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      85. What would happen if Personnel director weren’t done?

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      86. Does the problem have ethical dimensions?

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      87. Are there Personnel director problems defined?

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      88. Can management personnel recognize the monetary benefit of Personnel director?

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      89. How are the Personnel director’s objectives aligned to the group’s overall stakeholder strategy?

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      90. What Personnel director capabilities do you need?

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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 Personnel director 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 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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      2. Is scope creep really all bad news?

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

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

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      5. Where can you gather more information?

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

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      7. Is the work to date meeting requirements?

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      8. Who are the Personnel director improvement team members, including Management Leads and Coaches?

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      9. What scope to assess?

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      10. Has your scope been defined?

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

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      12. How often are the team meetings?

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      13. What are the compelling stakeholder reasons for embarking on Personnel director?

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

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      15. Are audit criteria, scope, frequency and methods defined?

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      16. What key stakeholder process output measure(s) does Personnel director leverage and how?

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      17. How do you gather requirements?

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      18. How did the Personnel director manager receive input to the development of a Personnel director improvement plan and the estimated completion dates/times of each activity?

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      19. What are the dynamics of the communication plan?

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      20. The political context: who holds power?

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      21. What is out-of-scope initially?

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