Training Analysis A Complete Guide - 2020 Edition. Gerardus Blokdyk
do you gather?
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127. Does the scope remain the same?
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128. Has everyone on the team, including the team leaders, been properly trained?
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129. Do you all define Training analysis in the same way?
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130. What Training analysis services do you require?
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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 Training 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. Are there competing Training analysis priorities?
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2. How do you measure lifecycle phases?
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3. Who is involved in verifying compliance?
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4. Is the solution cost-effective?
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5. What could cause you to change course?
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6. At what cost?
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7. What would it cost to replace your technology?
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8. How is performance measured?
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9. Are you taking your company in the direction of better and revenue or cheaper and cost?
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10. How do you aggregate measures across priorities?
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11. Do you verify that corrective actions were taken?
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12. Was a business case (cost/benefit) developed?
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13. Where is the cost?
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14. Are missed Training analysis opportunities costing your organization money?
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15. What is your decision requirements diagram?
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16. What are your customers expectations and measures?
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17. What are the estimated costs of proposed changes?
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18. How do you verify and validate the Training analysis data?
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19. Does management have the right priorities among projects?
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20. Who pays the cost?
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21. What causes extra work or rework?
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22. What evidence is there and what is measured?
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23. Why do the measurements/indicators matter?
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24. What methods are feasible and acceptable to estimate the impact of reforms?
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25. Have design-to-cost goals been established?
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26. What measurements are possible, practicable and meaningful?
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27. Have you included everything in your Training analysis cost models?
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28. What is measured? Why?
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29. What are hidden Training analysis quality costs?
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30. Are the Training analysis benefits worth its costs?
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31. Are supply costs steady or fluctuating?
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32. Why a Training analysis focus?
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33. How are costs allocated?
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34. Are there any easy-to-implement alternatives to Training analysis? Sometimes other solutions are available that do not require the cost implications of a full-blown project?
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35. Why do you expend time and effort to implement measurement, for whom?
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36. What does losing customers cost your organization?
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37. Which Training analysis impacts are significant?
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38. What are the types and number of measures to use?
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39. Who should receive measurement reports?
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40. When should you bother with diagrams?
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41. How can you measure the performance?
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42. How can you measure Training analysis in a systematic way?
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43. What would be a real cause for concern?
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44. Do you effectively measure and reward individual and team performance?
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45. How will measures be used to manage and adapt?
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46. How can you reduce costs?
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47. What causes innovation to fail or succeed in your organization?
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48. Does the Training analysis task fit the client’s priorities?
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49. How can you manage cost down?
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50. Are the measurements objective?
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51. What harm might be caused?
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52. How do