Personnel– Considers the type of human knowledge, skills, abilities,experience levels, and human aptitudes (i.e., cognitive, physical, andsensory capabilities) required to operate, maintain, and support asystem and the means to provide (i.e., recruit and retain) such people.Personnel recruitment, testing, qualification, and selection are drivenby system requirements. The personnel community helps define thehuman performance characteristics of the user population and thendetermines target populations to select for occupational specialties,managerecruitment,andtrackretentiontrends.Thepersonnelcommunitymanagesoccupationalspecialtiestoincludecareerprogression and assignments. Adequate numbers of workers in thesespecialties must be recruited, trained, and assigned to meet the entirecareer field need. Personnel population characteristics can impactmanpower and training, as well as drive design requirements.Training– Encompasses the instruction and resources required toprovide personnel with requisite knowledge, skills, and abilities toproperlyoperate,maintain,andsupportsystems.TheTrainingcommunitydevelopsanddeliversindividualandcollectivequalification training programs, placing emphasis on options that:–Enhance user capabilities to include operator, maintainer, andsupport personnel)–Maintain skill proficiencies through continuation training andretraining–Expedite skill and knowledge attainment–Optimize the use of training resources.Training systems, such as simulators and trainers, should be developedin conjunction with the emerging system technology. The overalltraining system architecture is established from the Manpower andPersonnel analyses, and the training delivery system may be requiredprior to fielding the system so that personnel can be adequatelytrained to operate, maintain, and support the system when it isfielded. Therefore, it also is important to develop the training systemconcurrent with the operational system. If engineering changes are
