Determine Training Needs

DOE-HDBK-1078-94

2.0 ANALYSIS

The process descriptions contained in this section describe a systematic approach to

identifying and documenting performance-based training requirements. The types of analysis

used for identifying training requirements include needs analysis, job analysis, and task

analysis. These analyses will provide assurance that training is the appropriate solution to

performance problems and identify requirements that serve as the basis for the design and

development of performance-based training programs. The process descriptions in this

section will assist users:

Training needs are initially identified by reviewing regulatory requirements and

existing training programs, and/or conducting a needs analysis. These activities

enable facilities/sites/offices to determine training needs originating from performance

problems, regulatory requirements, and in some cases, requests for additional training

or changes to existing training.

2.1.1 Further in-depth analysis need not be conducted for training requirements

originating from a regulatory source [DOE Order, Occupational Safety and

Health Act (OSHA), etc.], since in essence the needs analysis has already been

done. These requirements are simply included and addressed in the design

and development phases of the training program. Likewise, additional

detailed needs analyses are not necessary for training programs that are in

place and are producing the desired results. However, needs analyses are

appropriate when a discrepancy exists in the performance of the job. A needs

analysis should also be performed whenever changes to training or requests

for new training courses are received. The analysis provides assurance that

training is appropriate and ensures that it is not included elsewhere in the

training program.

2.1.2 A needs analysis can identify solutions to job performance discrepancies.

Substandard performance may be related to faulty equipment, inadequate

procedures, attitude of the workforce, etc. Prior to developing new courses

or modifying existing training programs, a needs analysis should be conducted

to determine that training is the appropriate solution. Proper conduct of the

analysis identifies the root cause(s) and serves as a basis for future plans to

correct identified performance discrepancies. The following questions should

be evaluated as part of this analysis.

Do performance deficiencies exist?

Are employees capable of performing their jobs?

Do they perform the job frequently?