Training Analysis A Complete Guide - 2020 Edition. Gerardus Blokdyk

do you gather?

      <--- Score

      127. Does the scope remain the same?

      <--- Score

      128. Has everyone on the team, including the team leaders, been properly trained?

      <--- Score

      129. Do you all define Training analysis in the same way?

      <--- Score

      130. What Training analysis services do you require?

      <--- Score

      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?

      <--- Score

      2. How do you measure lifecycle phases?

      <--- Score

      3. Who is involved in verifying compliance?

      <--- Score

      4. Is the solution cost-effective?

      <--- Score

      5. What could cause you to change course?

      <--- Score

      6. At what cost?

      <--- Score

      7. What would it cost to replace your technology?

      <--- Score

      8. How is performance measured?

      <--- Score

      9. Are you taking your company in the direction of better and revenue or cheaper and cost?

      <--- Score

      10. How do you aggregate measures across priorities?

      <--- Score

      11. Do you verify that corrective actions were taken?

      <--- Score

      12. Was a business case (cost/benefit) developed?

      <--- Score

      13. Where is the cost?

      <--- Score

      14. Are missed Training analysis opportunities costing your organization money?

      <--- Score

      15. What is your decision requirements diagram?

      <--- Score

      16. What are your customers expectations and measures?

      <--- Score

      17. What are the estimated costs of proposed changes?

      <--- Score

      18. How do you verify and validate the Training analysis data?

      <--- Score

      19. Does management have the right priorities among projects?

      <--- Score

      20. Who pays the cost?

      <--- Score

      21. What causes extra work or rework?

      <--- Score

      22. What evidence is there and what is measured?

      <--- Score

      23. Why do the measurements/indicators matter?

      <--- Score

      24. What methods are feasible and acceptable to estimate the impact of reforms?

      <--- Score

      25. Have design-to-cost goals been established?

      <--- Score

      26. What measurements are possible, practicable and meaningful?

      <--- Score

      27. Have you included everything in your Training analysis cost models?

      <--- Score

      28. What is measured? Why?

      <--- Score

      29. What are hidden Training analysis quality costs?

      <--- Score

      30. Are the Training analysis benefits worth its costs?

      <--- Score

      31. Are supply costs steady or fluctuating?

      <--- Score

      32. Why a Training analysis focus?

      <--- Score

      33. How are costs allocated?

      <--- Score

      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?

      <--- Score

      35. Why do you expend time and effort to implement measurement, for whom?

      <--- Score

      36. What does losing customers cost your organization?

      <--- Score

      37. Which Training analysis impacts are significant?

      <--- Score

      38. What are the types and number of measures to use?

      <--- Score

      39. Who should receive measurement reports?

      <--- Score

      40. When should you bother with diagrams?

      <--- Score

      41. How can you measure the performance?

      <--- Score

      42. How can you measure Training analysis in a systematic way?

      <--- Score

      43. What would be a real cause for concern?

      <--- Score

      44. Do you effectively measure and reward individual and team performance?

      <--- Score

      45. How will measures be used to manage and adapt?

      <--- Score

      46. How can you reduce costs?

      <--- Score

      47. What causes innovation to fail or succeed in your organization?

      <--- Score

      48. Does the Training analysis task fit the client’s priorities?

      <--- Score

      49. How can you manage cost down?

      <--- Score

      50. Are the measurements objective?

      <--- Score

      51. What harm might be caused?

      <--- Score

      52. How do