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TASK ANALYSIS PROCESS - Coggle Diagram
TASK ANALYSIS PROCESS
STEP 2 - TASK IDENTIFICATION
focuses on the behaviors performed within a job.
determined and clearly described: major tasks, how each task should be performed, the variability of performance (how the tasks are actually performed in day-to-day opera :tions)
performance standards and performance variability are critical to an effective needs analysis.
Out of the 5 methods of task identification - time sampling or job-duty-task method or job inventory questionnaire would be the most appropriate
To obtain a more complete view of a job, it is desirable to use more than one method. This, of course, depends upon the nature of the job being studied and the time and resources available.
It is vital that all task statements are evaluated in terms of their importance for job performance, the frequency with which the tasks are performed, and how difficult it is to become proficient at the tasks.Footnote Armed with this information, the next step in the task analysis process is to identify the characteristics it takes to perform the tasks.
STEP 1 - OVERALL JOB DESCRIPTION
No need to do a job analysis as a description is already in place
both task and KSAO portions are generally included in written job descriptions.
narrative statement of the major activities involved in performing a job and the conditions under which these activities are performed.
Even if a current job description is already available, it is valuable to observe a job as it is performed—this provides a sort of reality test that can give the HRD professional a clearer idea about the tasks and the conditions employees face.
TASK 4 - Step 4: Identify the Areas that Can Most Benefit from Training or HRD
focus is on determining which tasks and capabilities should be included in HRD programs.
Both ratings of tasks as well as ratings of KSAOs should be examined.
The tasks and KSAOs receiving the highest ratings should be considered the primary candidates for inclusion in HRD programs.
task is also rated low in importance to successful job performance, it may not be worth the time and effort involved in training (or perhaps less expensive training methods can be used).
TASK 3 - Identify What It Takes to Do the Job
Successful task performance requires that employees possess the KSAOs to perform the task.
Some KSAOs, such as oral and written communication skills or knowledge of safety procedures, are necessary for effective performance in many jobs.
Clear KSAO statements should be written and then evaluated....valuable in determining the focus of an HRD program.
Step 5: Prioritize Training Needs
it should be clear which tasks and KSAOs could benefit from training
several important points about task analysis
The rating of tasks allows for quantitative analysis of which tasks may benefit from training and which should be addressed.
Input from managers, supervisors, and employees can ensure support for needs analysis and pave the way for support for training.
Viewing needs from a broad perspective, rather than focusing only on performance deficiencies, results in a better understanding of training needs and can build support for training programs.
BASECAMP QUESTIONAIRE
task = its importance to their job
TASK = their interest in receiving more training related to it