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18. How do you verify and develop ideas and innovations?
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19. Why do you expend time and effort to implement measurement, for whom?
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20. What measurements are being captured?
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21. Are the Training Evaluation benefits worth its costs?
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22. What are the types and number of measures to use?
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23. What can be used to verify compliance?
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24. Are the measurements objective?
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25. How do you know that any Training Evaluation analysis is complete and comprehensive?
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26. Where is it measured?
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27. How frequently do you verify your Training Evaluation strategy?
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28. Is the solution cost-effective?
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29. What are you verifying?
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30. How do you focus on what is right -not who is right?
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31. What are the costs?
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32. Is it possible to estimate the impact of unanticipated complexity such as wrong or failed assumptions, feedback, etcetera on proposed reforms?
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33. How are measurements made?
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34. What is your decision requirements diagram?
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35. How will you measure your Training Evaluation effectiveness?
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36. Why do the measurements/indicators matter?
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37. What methods are feasible and acceptable to estimate the impact of reforms?
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38. Who should receive measurement reports?
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39. Which aspects of the training have the greatest impact?
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40. When should you bother with diagrams?
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41. Will Training Evaluation have an impact on current business continuity, disaster recovery processes and/or infrastructure?
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42. Have you included everything in your Training Evaluation cost models?
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43. How frequently do you track Training Evaluation measures?
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44. What does a Test Case verify?
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45. How does cost-to-serve analysis help?
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46. How will the Training Evaluation data be analyzed?
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47. When is Root Cause Analysis Required?
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48. Are the units of measure consistent?
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49. Do the benefits outweigh the costs?
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50. What is the root cause(s) of the problem?
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51. Are indirect costs charged to the Training Evaluation program?
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52. Who is involved in verifying compliance?
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53. Does Training Evaluation analysis show the relationships among important Training Evaluation factors?
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54. Can you do Training Evaluation without complex (expensive) analysis?
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55. How do you measure variability?
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56. What are your key Training Evaluation organizational performance measures, including key short and longer-term financial measures?
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57. What does verifying compliance entail?
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58. What do you measure and why?
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59. How do you quantify and qualify impacts?
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60. What are the estimated costs of proposed changes?
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61. What harm might be caused?
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62. How will costs be allocated?
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63. How long to keep data and how to manage retention costs?
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64. Does your organization systematically track and analyze outcomes related for accountability and quality improvement?
