Person Analysis A Complete Guide - 2020 Edition. Gerardus Blokdyk
be’ or ‘could be’) stakeholder process map?
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73. What are the core elements of the Person Analysis business case?
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74. Are all requirements met?
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75. Scope of sensitive information?
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76. Are customer(s) identified and segmented according to their different needs and requirements?
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77. How do you hand over Person Analysis context?
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78. Has a high-level ‘as is’ process map been completed, verified and validated?
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79. What is out of scope?
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80. How do you gather Person Analysis requirements?
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81. Who are the Person Analysis improvement team members, including Management Leads and Coaches?
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82. How do you manage scope?
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83. Do you have a Person Analysis success story or case study ready to tell and share?
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84. What sources do you use to gather information for a Person Analysis study?
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85. Are resources adequate for the scope?
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86. Have all of the relationships been defined properly?
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87. What are (control) requirements for Person Analysis Information?
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88. Does the scope remain the same?
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89. How was the ‘as is’ process map developed, reviewed, verified and validated?
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90. What is the context?
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91. Who approved the Person Analysis scope?
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92. What intelligence can you gather?
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93. What is a worst-case scenario for losses?
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94. Is Person Analysis required?
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95. Is scope creep really all bad news?
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96. Has a Person Analysis requirement not been met?
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97. Who is gathering information?
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98. Is there a Person Analysis management charter, including stakeholder case, problem and goal statements, scope, milestones, roles and responsibilities, communication plan?
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99. Who defines (or who defined) the rules and roles?
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100. 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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101. What are the rough order estimates on cost savings/opportunities that Person Analysis brings?
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102. Is Person Analysis linked to key stakeholder goals and objectives?
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103. Does the team have regular meetings?
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104. What are the Person Analysis use cases?
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105. When are meeting minutes sent out? Who is on the distribution list?
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106. Do the problem and goal statements meet the SMART criteria (specific, measurable, attainable, relevant, and time-bound)?
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107. What are the Person Analysis tasks and definitions?
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108. Is there a completed SIPOC representation, describing the Suppliers, Inputs, Process, Outputs, and Customers?
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109. Will a Person Analysis production readiness review be required?
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110. Have all basic functions of Person Analysis been defined?
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111. What would be the goal or target for a Person Analysis’s improvement team?
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112. Are the Person Analysis requirements testable?
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113. Are accountability and ownership for Person Analysis clearly defined?
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114. What is the definition of success?
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115. Has/have the customer(s) been identified?
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116. Is there a clear Person Analysis case definition?
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117. The political context: who holds power?
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118. Will team members regularly document their Person Analysis work?
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119. What is in scope?
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120. What Person Analysis requirements should be gathered?
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121. What baselines are required to be defined and managed?
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122. What is the scope of the Person Analysis work?
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123. Are there any constraints known that bear on the ability to perform Person Analysis work? How is the team addressing them?
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124. What is the worst case scenario?
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125. Has everyone on the team, including the team leaders, been properly trained?
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126. What critical content must be communicated – who, what, when, where, and how?
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127. What Person Analysis services do you require?
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128. Is the team adequately staffed with the desired cross-functionality? If not, what additional resources are available to the team?
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129. What are the tasks and definitions?
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