Analysis - hdbk10740023

DOE-HDBK-1074-95

2. ANALYSIS

2.1

Purpose

Analysis provides the core information that is essential in establishing

programs that are job related. There are several different types of analyses

that each have value when applied appropriately to reflect the complexity and

risk associated with job performance. Analysis is used in program

development, program revision, and program improvement. Analysis is cost-

effective in the long term because it ensures that training resources are used

effectively (only job-related tasks are identified and included in the training

program).

2.2

Selecting an Analysis Technique

Factors specific to analysis to consider when selecting an analysis technique

include:

Availability of similar task lists.

Availability and accuracy of job-related procedures.

Availability of Safety Analysis Reports (SAR).

Quality of existing training materials.

Availability and quality of input from SMEs.

These factors supplement the considerations in Appendix A. If the

availability of SMEs is limited, a verification analysis (if a task list is available)

or an analysis of procedures and other job related documents should be

conducted. Lacking the aforementioned resources, job analysis should be

conducted using either table-top or traditional techniques. In practice, a

combination of table-top, verification, and document analysis techniques has

generally proven to be most efficient.

2.3

Types of Analyses

2.3.1 Needs Analysis

When a performance deficiency is being addressed, a needs analysis

defines deficiencies or problems and identifies causes and solutions.

Needs analysis is a systematic search for the deficiencies between