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|  DOE-HDBK-1076-94
phases: analysis, design, development, implementation , and evaluation. In the analysis
phase, training needs are determined. When training is selected as part of the solution,
the analysis phase creates the data that serves as the foundation for the systematic
development or revision of training programs. This data is obtained from three sources:
job needs, learner needs, and organizational needs. When done effectively analysis is a
cost benefit. It saves more than it costs by ensuring that training resources are spent
where they are most needed.
The products of analysis can include descriptions of training deficiencies,
recommended solutions, required content, and if a job specific training program is being
developed, a list of tasks for job performance. Job analysis is specifically used to develop
a task list.
valid task list for a specific job. A job is a group of major activities assigned to one
individual (e.g., a maintenance mechanic). A job can be divided into functional units called
duty areas. A duty area is a distinct major activity involved in performing the job (e.g.,
duty areas for a maintenance mechanic job could be pumps and fans). Although
identifying duty areas is not required, duty areas are a convenience in organizing tasks
when conducting job analysis. Duty areas consist of collections of related tasks. A task is
a measurable, well-defined unit of work, with an identifiable beginning and end (e.g., tasks
for the pump duty area could be install pump, repair pump, service pump, inspect pump).
The job analysis process involves the following steps:
1.
Developing a list of tasks performed in the job
2.
Validating the task list
3.
Selecting tasks for training
4.
Entering all tasks in a task-to-training matrix
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