tool workforce capability and capacity needs, including skills, competencies, and staffing levels?
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77. How many trainings, in total, are needed?
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78. How much are sponsors, customers, partners, stakeholders involved in Recruitment tool? In other words, what are the risks, if Recruitment tool does not deliver successfully?
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79. What is the recognized need?
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80. What activities does the governance board need to consider?
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81. How does it fit into your organizational needs and tasks?
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82. Think about the people you identified for your Recruitment tool 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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83. Who should resolve the Recruitment tool issues?
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84. What Recruitment tool problem should be solved?
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85. For your Recruitment tool project, identify and describe the business environment, is there more than one layer to the business environment?
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86. Who else hopes to benefit from it?
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87. Are there regulatory / compliance issues?
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88. What training and capacity building actions are needed to implement proposed reforms?
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89. Is the need for organizational change recognized?
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90. What creative shifts do you need to take?
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91. What are your needs in relation to Recruitment tool skills, labor, equipment, and markets?
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92. What is the Recruitment tool problem definition? What do you need to resolve?
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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 Recruitment tool Index at the beginning of the Self-Assessment.
CRITERION #2: DEFINE:
INTENT: Formulate the stakeholder problem. Define the problem, needs and objectives.
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 there regularly 100% attendance at the team meetings? If not, have appointed substitutes attended to preserve cross-functionality and full representation?
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2. How would you define the culture at your organization, how susceptible is it to Recruitment tool changes?
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3. How did the Recruitment tool manager receive input to the development of a Recruitment tool improvement plan and the estimated completion dates/times of each activity?
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4. Is there a completed SIPOC representation, describing the Suppliers, Inputs, Process, Outputs, and Customers?
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5. Is special Recruitment tool user knowledge required?
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6. How do you keep key subject matter experts in the loop?
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7. Is there any additional Recruitment tool definition of success?
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8. What information do you gather?
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9. What intelligence can you gather?
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10. Are task requirements clearly defined?
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11. Is the Recruitment tool scope manageable?
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12. How will variation in the actual durations of each activity be dealt with to ensure that the expected Recruitment tool results are met?
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13. What would be the goal or target for a Recruitment tool’s improvement team?
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14. What baselines are required to be defined and managed?
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15. What is the definition of success?
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16. How do you catch Recruitment tool definition inconsistencies?
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17. How can the value of Recruitment tool be defined?
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18. When is the estimated completion date?
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19. Is the current ‘as is’ process being followed? If not, what are the discrepancies?
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20. Are customer(s) identified and segmented according to their different needs and requirements?
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