Personnel Director A Complete Guide - 2020 Edition. Gerardus Blokdyk

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      22. What is the context?

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      23. How and when will the baselines be defined?

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      24. Are resources adequate for the scope?

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      25. 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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      26. How do you build the right business case?

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

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

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

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      30. What gets examined?

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      31. Is there regularly 100% attendance at the team meetings? If not, have appointed substitutes attended to preserve cross-functionality and full representation?

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      32. What is in scope?

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      33. What was the context?

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      34. Is Personnel director linked to key stakeholder goals and objectives?

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      35. Is there any additional Personnel director definition of success?

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      36. What knowledge or experience is required?

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      37. What happens if Personnel director’s scope changes?

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      38. What is the scope of the Personnel director effort?

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      39. Are the Personnel director requirements testable?

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      40. Do you have organizational privacy requirements?

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

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

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      43. What Personnel director services do you require?

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      44. Do you all define Personnel director in the same way?

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      45. What sources do you use to gather information for a Personnel director study?

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      46. Is the Personnel director scope complete and appropriately sized?

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      47. When are meeting minutes sent out? Who is on the distribution list?

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      48. Are required metrics defined, what are they?

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      49. Has a Personnel director requirement not been met?

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      50. Are roles and responsibilities formally defined?

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      51. Does the scope remain the same?

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      52. How do you catch Personnel director definition inconsistencies?

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

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      54. Who is gathering information?

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

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      56. How have you defined all Personnel director requirements first?

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      57. What are the Personnel director use cases?

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      58. What information do you gather?

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

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      60. Are customer(s) identified and segmented according to their different needs and requirements?

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      61. Has a high-level ‘as is’ process map been completed, verified and validated?

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      62. What system do you use for gathering Personnel director information?

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

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      64. Is Personnel director required?

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      65. What is the worst case scenario?

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      66. How does the Personnel director manager ensure against scope creep?

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