Issuu on Google+

Roberto Giannicola Learning and Dev. Consultant Speaker — Trainer — Facilitator

Task Analysis Guidelines

Training Development Tasks Identification

1) Identify the tasks that are required for performing the job. 2) For each task, list the exact steps that a person must do to complete the teas. List every step from start to finish in order, no matter how small the steps. 3) When listing the steps, make them as clear as possible. Even the smallest assumption can create confusion in the actual performance of the task. 4) After you have completed all steps for every task, go back and identify each step in one of three ways: 1. Common Knowledge: Trainee will know how to do this step because of common knowledge. No training is necessary for this step. 2. On-the-job training: The step is simple enough that the trainee can learn it on the job. No training is necessary for this step, but you may want to consider developing a job aid such as check sheet or a list of procedures. 3. Training Topic: The trainee will not know how to do this step without training. Your technical training program should be based around these topics. 5) Ask the subject matter expert (SME) to review your task analysis to see whether you have analyzed the jobs correctly. 6) Design your training program around those topics you identified as requiring training 7) If you also develop job aids, make sure they are integrated into the training program so that trainees know they are available and so that they can ask questions, if they have them.


Task analysis guidelines