Training Analysis A Complete Guide - 2020 Edition. Gerardus Blokdyk

Training Analysis A Complete Guide - 2020 Edition - Gerardus Blokdyk


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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


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