Score
31. What is the smallest subset of the problem you can usefully solve?
<--- Score
32. What is the problem and/or vulnerability?
<--- Score
33. Is the need for organizational change recognized?
<--- Score
34. What would happen if Person Analysis weren’t done?
<--- Score
35. How can auditing be a preventative security measure?
<--- Score
36. Where is training needed?
<--- Score
37. What Person Analysis events should you attend?
<--- Score
38. Do you need different information or graphics?
<--- Score
39. What activities does the governance board need to consider?
<--- Score
40. What are your needs in relation to Person Analysis skills, labor, equipment, and markets?
<--- Score
41. Are there any specific expectations or concerns about the Person Analysis team, Person Analysis itself?
<--- Score
42. Would you recognize a threat from the inside?
<--- Score
43. How much are sponsors, customers, partners, stakeholders involved in Person Analysis? In other words, what are the risks, if Person Analysis does not deliver successfully?
<--- Score
44. Who needs budgets?
<--- Score
45. What are the Person Analysis resources needed?
<--- Score
46. Which information does the Person Analysis business case need to include?
<--- Score
47. Does Person Analysis create potential expectations in other areas that need to be recognized and considered?
<--- Score
48. What should be considered when identifying available resources, constraints, and deadlines?
<--- Score
49. What is the extent or complexity of the Person Analysis problem?
<--- Score
50. What problems are you facing and how do you consider Person Analysis will circumvent those obstacles?
<--- Score
51. For your Person Analysis project, identify and describe the business environment, is there more than one layer to the business environment?
<--- Score
52. Will a response program recognize when a crisis occurs and provide some level of response?
<--- Score
53. Does the problem have ethical dimensions?
<--- Score
54. How are training requirements identified?
<--- Score
55. Are problem definition and motivation clearly presented?
<--- Score
56. What are the minority interests and what amount of minority interests can be recognized?
<--- Score
57. Who needs what information?
<--- Score
58. What resources or support might you need?
<--- Score
59. What training and capacity building actions are needed to implement proposed reforms?
<--- Score
60. Do you recognize Person Analysis achievements?
<--- Score
61. How are you going to measure success?
<--- Score
62. How many trainings, in total, are needed?
<--- Score
63. Which issues are too important to ignore?
<--- Score
64. How does it fit into your organizational needs and tasks?
<--- Score
65. What are the stakeholder objectives to be achieved with Person Analysis?
<--- Score
66. How do you identify the kinds of information that you will need?
<--- Score
67. What creative shifts do you need to take?
<--- Score
68. Do you need to avoid or amend any Person Analysis activities?
<--- Score
69. Who defines the rules in relation to any given issue?
<--- Score
70. Who needs to know?
<--- Score
71. Are employees recognized for desired behaviors?
<--- Score
72. Will new equipment/products be required to facilitate Person Analysis delivery, for example is new software needed?
<--- Score
73. What do employees need in the short term?
<--- Score
74. How are the Person Analysis’s objectives aligned to the group’s overall stakeholder strategy?
<--- Score
75. Are losses recognized in a
