Human Learning220
3.3 Change Log: Human Learning222
3.4 Decision Log: Human Learning224
3.5 Quality Audit: Human Learning226
3.6 Team Directory: Human Learning229
3.7 Team Operating Agreement: Human Learning231
3.8 Team Performance Assessment: Human Learning233
3.9 Team Member Performance Assessment: Human Learning236
3.10 Issue Log: Human Learning238
4.0 Monitoring and Controlling Process Group: Human Learning240
4.1 Project Performance Report: Human Learning242
4.2 Variance Analysis: Human Learning244
4.3 Earned Value Status: Human Learning246
4.4 Risk Audit: Human Learning248
4.5 Contractor Status Report: Human Learning250
4.6 Formal Acceptance: Human Learning252
5.0 Closing Process Group: Human Learning254
5.1 Procurement Audit: Human Learning256
5.2 Contract Close-Out: Human Learning258
5.3 Project or Phase Close-Out: Human Learning260
5.4 Lessons Learned: Human Learning262
Index264
CRITERION #1: RECOGNIZE
INTENT: Be aware of the need for change. Recognize that there is an unfavorable variation, problem or symptom.
In my belief, the answer to this question is clearly defined:
5 Strongly Agree
4 Agree
3 Neutral
2 Disagree
1 Strongly Disagree
1. Is the need for organizational change recognized?
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2. Can management personnel recognize the monetary benefit of Human learning?
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3. Did you miss any major Human learning issues?
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4. What problems are you facing and how do you consider Human learning will circumvent those obstacles?
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5. What creative shifts do you need to take?
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6. Are losses recognized in a timely manner?
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7. How does it fit into your organizational needs and tasks?
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8. What situation(s) led to this Human learning Self Assessment?
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9. What does Human learning success mean to the stakeholders?
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10. What would happen if Human learning weren’t done?
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11. What are the minority interests and what amount of minority interests can be recognized?
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12. Is the quality assurance team identified?
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13. Who defines the rules in relation to any given issue?
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14. How do you assess your Human learning workforce capability and capacity needs, including skills, competencies, and staffing levels?
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15. Who should resolve the Human learning issues?
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16. How do you identify subcontractor relationships?
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17. Is it clear when you think of the day ahead of you what activities and tasks you need to complete?
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18. How do you take a forward-looking perspective in identifying Human learning research related to market response and models?
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19. To what extent would your organization benefit from being recognized as a award recipient?
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20. Are employees recognized or rewarded for performance that demonstrates the highest levels of integrity?
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21. Think about the people you identified for your Human learning 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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22. Are there any specific expectations or concerns about the Human learning team, Human learning itself?
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23. 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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24. Consider your own Human learning 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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25. Are there regulatory / compliance issues?
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26. What Human learning capabilities do you need?
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27. What vendors make products that address the Human learning needs?
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28. How do you identify the kinds of information that you will need?
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