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actual and desired job performance and the factors that prevent
desired job performance.
A needs analysis should be performed whenever new requirements
are issued, when job performance is below standards, and when
requests for changes to current training or for new training are
received. A needs analysis helps assure training is the appropriate
solution, identifies the training issue(s), and ensures that instruction
on the topic is not already included in an existing training program.
Determination of the cause of performance deficiencies and potential
solutions is the primary purpose of needs analysis. A needs analysis
which addresses a specific performance problem helps management
determine whether or not the problem can be resolved by training or if
non-training issues must be addressed. Job aids, revised procedures,
increased management attention, etc., may be solutions that do not
require training. Depending on the application, needs analysis should
include:
A review of regulations (RCRA, OSHA, DOE orders, standards,
etc.) to determine training requirements.
A review of occurrence reports, performance indicators, and
other performance feedback to identify trends and weaknesses.
Interviews/interactions with job incumbents, supervisors, and
facility management to identify needs.
SME table-top discussions to identify and define performance
problems associated with the job.
Needs analysis provides documentation of the determination of needs
and recommended solutions. If training is needed, the needs analysis
should provide the following information:
Performance deficiencies.
Barriers to desired job performance.
Recommended training solutions.
2.3.2 Functional Analysis
When a position that performs a large number of tasks (e.g.,
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