How do you assess your Work-integrated learning workforce capability and capacity needs, including skills, competencies, and staffing levels?
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28. What is the problem or issue?
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29. How do you recognize an objection?
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30. How does it fit into your organizational needs and tasks?
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31. What tools and technologies are needed for a custom Work-integrated learning project?
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32. What extra resources will you need?
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33. What is the Work-integrated learning problem definition? What do you need to resolve?
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34. How do you identify the kinds of information that you will need?
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35. What would happen if Work-integrated learning weren’t done?
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36. Which information does the Work-integrated learning business case need to include?
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37. What activities does the governance board need to consider?
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38. For your Work-integrated learning project, identify and describe the business environment, is there more than one layer to the business environment?
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39. As a sponsor, customer or management, how important is it to meet goals, objectives?
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40. Does your organization need more Work-integrated learning education?
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41. Is the need for organizational change recognized?
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42. Whom do you really need or want to serve?
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43. Who needs budgets?
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44. Are there any specific expectations or concerns about the Work-integrated learning team, Work-integrated learning itself?
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45. How much are sponsors, customers, partners, stakeholders involved in Work-integrated learning? In other words, what are the risks, if Work-integrated learning does not deliver successfully?
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46. Does Work-integrated learning create potential expectations in other areas that need to be recognized and considered?
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47. Who needs what information?
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48. How do you recognize an Work-integrated learning objection?
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49. To what extent does each concerned units management team recognize Work-integrated learning as an effective investment?
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50. Did you miss any major Work-integrated learning issues?
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51. Are there any revenue recognition issues?
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52. Are controls defined to recognize and contain problems?
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53. How can auditing be a preventative security measure?
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54. What are the clients issues and concerns?
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55. Which issues are too important to ignore?
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56. What does Work-integrated learning success mean to the stakeholders?
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57. How many trainings, in total, are needed?
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58. What else needs to be measured?
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59. What are the expected benefits of Work-integrated learning to the stakeholder?
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60. What creative shifts do you need to take?
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61. What Work-integrated learning coordination do you need?
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62. Are losses recognized in a timely manner?
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63. What is the extent or complexity of the Work-integrated learning problem?
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64. Is it needed?
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65. What is the problem and/or vulnerability?
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66. What is the smallest subset of the problem you can usefully solve?
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67. What training and capacity building actions are needed to implement proposed reforms?
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68. Are there regulatory / compliance issues?
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69. How are the Work-integrated learning’s objectives aligned to the group’s overall stakeholder strategy?
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70. When a Work-integrated learning manager recognizes a problem, what options are available?
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71.
