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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?
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65. What does losing customers cost your organization?
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66. What users will be impacted?
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67. Was a life-cycle cost analysis performed?
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68. How do your measurements capture actionable Training Evaluation information for use in exceeding your customers expectations and securing your customers engagement?
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69. What are the uncertainties surrounding estimates of impact?
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70. How can you measure the performance?
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71. What details are required of the Training Evaluation cost structure?
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72. Are you aware of what could cause a problem?
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73. Do you aggressively reward and promote the people who have the biggest impact on creating excellent Training Evaluation services/products?
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74. Who pays the cost?
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75. Are there measurements based on task performance?
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76. Where can you go to verify the info?
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77. The approach of traditional Training Evaluation works for detail complexity but is focused on a systematic approach rather than an understanding of the nature of systems themselves, what approach will permit your organization to deal with the kind of unpredictable emergent behaviors that dynamic complexity can introduce?
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78. Has a cost center been established?
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79. What are your customers expectations and measures?
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80. What are your operating costs?
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81. What are the costs of delaying Training Evaluation action?
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82. Are missed Training Evaluation opportunities costing your organization money?
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83. How do you verify your resources?
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84. Why bother to measure sales training?
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85. How do you measure success?
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86. How do you aggregate measures across priorities?
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87. Do you have a flow diagram of what happens?
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88. Which costs should be taken into account?
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89. What does your operating model cost?
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90. Which Training Evaluation impacts are significant?
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91. How do you verify and validate the Training Evaluation data?
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92. How is progress measured?
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93. What is an unallowable cost?
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94. What drives O&M cost?
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95. Have you made assumptions about the shape of the future, particularly its impact on your customers and competitors?
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96. How is performance measured?
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97. Have design-to-cost goals been established?
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98. How is the value delivered by Training Evaluation being measured?
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99. What disadvantage does this cause for the user?
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100. What is measured? Why?
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101. How can you measure Training Evaluation in a systematic way?
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102. What could cause you to change course?
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103. Is the effectiveness of training measured?
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104. Are there competing Training Evaluation priorities?
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105. What are the strategic priorities for this year?
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106. Does management have the right priorities among projects?
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107. Do you verify that corrective actions were taken?
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108. Where is the cost?
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109. What could cause delays in the schedule?
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110. How do you measure lifecycle phases?
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111. Are actual costs in line with budgeted costs?
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112. Are Training Evaluation vulnerabilities