Training Analysis A Complete Guide - 2020 Edition. Gerardus Blokdyk
and received regular communications as to the progress to date?
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70. 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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71. What scope to assess?
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72. What are (control) requirements for Training analysis Information?
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73. Are all requirements met?
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74. What are the rough order estimates on cost savings/opportunities that Training analysis brings?
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75. What gets examined?
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76. How will the Training analysis team and the group measure complete success of Training analysis?
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77. Is the Training analysis scope complete and appropriately sized?
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78. Is Training analysis linked to key stakeholder goals and objectives?
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79. Is the work to date meeting requirements?
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80. When is/was the Training analysis start date?
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81. Has your scope been defined?
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82. Who are the Training analysis improvement team members, including Management Leads and Coaches?
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83. Are roles and responsibilities formally defined?
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84. Are accountability and ownership for Training analysis clearly defined?
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85. Is data collected and displayed to better understand customer(s) critical needs and requirements.
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86. How are consistent Training analysis definitions important?
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87. Has a Training analysis requirement not been met?
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88. What scope do you want your strategy to cover?
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89. Is the scope of Training analysis defined?
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90. What is a worst-case scenario for losses?
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91. Are there different segments of customers?
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92. What specifically is the problem? Where does it occur? When does it occur? What is its extent?
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93. Is scope creep really all bad news?
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94. How was the ‘as is’ process map developed, reviewed, verified and validated?
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95. How have you defined all Training analysis requirements first?
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96. Has/have the customer(s) been identified?
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97. How do you manage changes in Training analysis requirements?
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98. What was the context?
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99. What are the Roles and Responsibilities for each team member and its leadership? Where is this documented?
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100. Has a project plan, Gantt chart, or similar been developed/completed?
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101. Will a Training analysis production readiness review be required?
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102. How would you define the culture at your organization, how susceptible is it to Training analysis changes?
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103. Do the problem and goal statements meet the SMART criteria (specific, measurable, attainable, relevant, and time-bound)?
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104. 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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105. Has the direction changed at all during the course of Training analysis? If so, when did it change and why?
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106. What is the scope of the Training analysis effort?
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107. Are the Training analysis requirements testable?
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108. How do you gather the stories?
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109. What are the record-keeping requirements of Training analysis activities?
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110. Are there any constraints known that bear on the ability to perform Training analysis work? How is the team addressing them?
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111. How do you manage unclear Training analysis requirements?
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112. What is the definition of success?
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113. How do you gather Training analysis requirements?
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114. What sort of initial information to gather?
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115. Who is gathering Training analysis information?
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116. Has a team charter been developed and communicated?
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117. What intelligence can you gather?
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118. What would be the goal or target for a Training analysis’s improvement team?
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119. What customer feedback methods were used to solicit their input?
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120. Is special Training analysis user knowledge required?
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121. Have all of the relationships been defined properly?
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122. Have specific policy objectives been defined?
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123. Where can you gather more information?
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124. What is out-of-scope initially?
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125. Are the Training analysis requirements complete?
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126. What information