objectives aligned to the group’s overall stakeholder strategy?
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31. How are training requirements identified?
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32. What needs to stay?
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33. Are your goals realistic? Do you need to redefine your problem? Perhaps the problem has changed or maybe you have reached your goal and need to set a new one?
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34. Do you have/need 24-hour access to key personnel?
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35. How do you recognize an objection?
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36. What vendors make products that address the Training analysis needs?
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37. Will a response program recognize when a crisis occurs and provide some level of response?
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38. To what extent does each concerned units management team recognize Training analysis as an effective investment?
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39. Are there regulatory / compliance issues?
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40. Are there any specific expectations or concerns about the Training analysis team, Training analysis itself?
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41. What is the smallest subset of the problem you can usefully solve?
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42. Where do you need to exercise leadership?
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43. What needs to be done?
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44. Which needs are not included or involved?
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45. Who needs to know?
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46. What is the Training analysis problem definition? What do you need to resolve?
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47. What are your needs in relation to Training analysis skills, labor, equipment, and markets?
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48. Are there any revenue recognition issues?
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49. What is the extent or complexity of the Training analysis problem?
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50. Do you need different information or graphics?
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51. What Training analysis capabilities do you need?
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52. What information do users need?
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53. What is the problem or issue?
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54. What creative shifts do you need to take?
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55. Consider your own Training analysis project, what types of organizational problems do you think might be causing or affecting your problem, based on the work done so far?
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56. What are the timeframes required to resolve each of the issues/problems?
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57. What do employees need in the short term?
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58. What are the stakeholder objectives to be achieved with Training analysis?
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59. Can management personnel recognize the monetary benefit of Training analysis?
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60. Which issues are too important to ignore?
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61. Think about the people you identified for your Training analysis project and the project responsibilities you would assign to them, what kind of training do you think they would need to perform these responsibilities effectively?
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62. Does Training analysis create potential expectations in other areas that need to be recognized and considered?
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63. What are the minority interests and what amount of minority interests can be recognized?
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64. Are there recognized Training analysis problems?
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65. Who needs budgets?
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66. As a sponsor, customer or management, how important is it to meet goals, objectives?
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67. Who else hopes to benefit from it?
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68. What else needs to be measured?
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69. How many trainings, in total, are needed?
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70. Will new equipment/products be required to facilitate Training analysis delivery, for example is new software needed?
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71. Is it needed?
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72. What Training analysis events should you attend?
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73. When a Training analysis manager recognizes a problem, what options are available?
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74. What activities does the governance board need
