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Interservice Procedures for Instructional Systems Development :
Executive Summary and Model (Continued...)
by Robert K. Branson, Gail T. Rayner and J. Lamarr Cox

BLOCK I.1: ANALYZE JOB

Introduction

Job analysis is a highly systematic procedure for finding out exactly what people do when they do their job, the order in which they do it, the conditions under which they must do it, and the level of skill or performance deemed adequate in the job. Job analyses are ordinarily conducted by observing a job incumbent do his job and making detailed notes on these observations, by interviewing job incumbents about what they do on their job, and by occupational survey methods.

Job analysis requirements are most often generated by the installation of new weapons or procedural systems, or to update knowledge about existing systems. The extent that one used the interview method, the observation method, or the occupational survey method depends on the nature of the job being analysed, the job data already available, and the availability of analysis resources.

Rationale

Job analyses have multipurpose uses in training, in manning requirements, and for personnel selection. Effective occupational survey techniques, combined with well constructed questionnaires, can yield an immense amount of valuable data regarding the task difficulty, rank and experience level of performers, and the supervisory requirements for jobs.

In ISD, the principal concern is with training. Specifically, one of the more important purposes of job analysis is to concentrate resources

continued...

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