consider?
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75. How does it fit into your organizational needs and tasks?
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76. What tools and technologies are needed for a custom Training analysis project?
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77. Whom do you really need or want to serve?
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78. What resources or support might you need?
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79. Would you recognize a threat from the inside?
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80. What are the clients issues and concerns?
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81. Are employees recognized or rewarded for performance that demonstrates the highest levels of integrity?
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82. What would happen if Training analysis weren’t done?
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83. Do you recognize Training analysis achievements?
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84. What are the Training analysis resources needed?
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85. Why is this needed?
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86. How do you take a forward-looking perspective in identifying Training analysis research related to market response and models?
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87. What do you need to start doing?
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88. For your Training analysis project, identify and describe the business environment, is there more than one layer to the business environment?
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89. What prevents you from making the changes you know will make you a more effective Training analysis leader?
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90. How do you assess your Training analysis workforce capability and capacity needs, including skills, competencies, and staffing levels?
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91. Why the need?
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92. Are problem definition and motivation clearly presented?
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93. What does Training analysis success mean to the stakeholders?
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94. What should be considered when identifying available resources, constraints, and deadlines?
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95. How can auditing be a preventative security measure?
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96. Who are your key stakeholders who need to sign off?
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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 Training analysis 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. Are different versions of process maps needed to account for the different types of inputs?
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2. Is the improvement team aware of the different versions of a process: what they think it is vs. what it actually is vs. what it should be vs. what it could be?
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3. How do you catch Training analysis definition inconsistencies?
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4. What are the Training analysis use cases?
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5. Why are you doing Training analysis and what is the scope?
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6. Has anyone else (internal or external to the group) attempted to solve this problem or a similar one before? If so, what knowledge can be leveraged from these previous efforts?
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7. Is the Training analysis scope manageable?
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8. Is there a Training analysis management charter, including stakeholder case, problem and goal statements, scope, milestones, roles and responsibilities, communication plan?
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9. Is it clearly defined in and to your organization what you do?
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10. Have all basic functions of Training analysis been defined?
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11. What is the scope?
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12. Have the customer needs been translated into specific, measurable requirements? How?
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13. How often are the team meetings?
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14. Is the team adequately staffed with the desired cross-functionality? If not, what additional resources are available to the team?
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15. What baselines are required to be defined and managed?
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