APPLYING JOB ANALYSIS TO TRAINING (FROM TOOLS FOR TRAINERS - TRAINING TOPICS AND LESSON PLANS, 1978 SEE NCJ-57407)

• NCJ Number: 57411
• Author(s): T A DECOTIIS; R A MORANO
• Date Published: 1978
• Length: 7 pages
• Corporate Author: Southern Illinois University Ctr for the Study of Crime, Delinquency, and Corrections
• Publication Format: Document
• Language: English
• Country: United States of America
• Note: *This document is currently unavailable from NCJRS. REPRINTED FROM TRAINING AND DEVELOPMENT JOURNAL, (JULY 1977)

Annotation

FOCUSING ON THE RELEVANCE OF JOB AND TASK ANALYSIS TO THE TRAINING FUNCTION, THIS ARTICLE EXAMINES METHODS OF TRAINING DESIGN AND EVALUATION.

Abstract

TRAINING NEEDS ARISE BECAUSE PEOPLE, JOBS, AND ORGANIZATIONS CHANGE; THAT IS, PEOPLE COME INTO AND MOVE THROUGH ORGANIZATIONS, NECESSITATING TRAINING. IN ADDITION, CHANGES IN TECHNOLOGY AND ORGANIZATIONAL STRUCTURE REQUIRE RETRAINING OF EMPLOYEES. THE DECISION TO PLACE PEOPLE INTO A TRAINING PROGRAM REQUIRES THAT OFFICIALS IN CHARGE OF TRAINING PROGRAMS DIFFERENTIATE BETWEEN REAL AND IMAGINED PERFORMANCE DISCREPANCIES. THEY MUST DETERMINE WHETHER THESE DISCREPANCIES ARE A RESULT OF SKILL GAPS OR MOTIVATIONAL PROBLEMS. SUCH OFFICIALS CAN USE JOB INFORMATION, OBTAINED THROUGH JOB ANALYSIS, TO HELP MAKE SUCH DETERMINATIONS. TRAINING DECISIONS CAN BE MADE ON THE BASIS OF THE CONTENT AND EXTENSIVENESS OF JOB DESCRIPTIONS. TO BE USEFUL, A JOB DESCRIPTION SHOULD INCLUDE INFORMATION ON WHAT WORKERS DO IN THE JOB, HOW THE JOB IS DONE, AND WHAT IS USED IN DOING THE JOB (E.G. TOOLS AND SAFETY FACTORS). THE VARIED OUTCOMES OF JOB ANALYSIS CAN BE UTILIZED IN THE TRAINING PROCESS IN SUCH AREAS AS ESTABLISHING TRAINING OBJECTIVES AND STANDARDS, IDENTIFYING REQUIRED SKILLS AND KNOWLEDGE, AND DESIGNING VALID PERFORMANCE TESTS. JOB-ANALYSIS INFORMATION MAKES IT POSSIBLE TO DEVELOP SPECIFIC TRAINING OBJECTIVES AND THUS ENABLES MORE PRECISE EVALUATION OF TRAINING RESULTS. REFERENCES ARE PROVIDED.