Task analysis (sometimes called operations analysis) is a systematic collection of data about a specific job or group of jobs used to determine what employees should be taught to achieve optimal performance. Results of a task analysis typically include the appropriate standards of performance, how tasks should be performed to meet these standards, and the knowledge, skills, abilities, and other characteristics (KSAOs) that employees need to possess in order to meet the standards.
A variety of data sources available for a task analysis, including job descriptions, observing a job, asking questions about a job, and reviewing literature about a job.
Although there is general agreement about the purpose of task analysis, there are differing views of how it should be accomplished. We combine the approaches used by others into the following five-step process:
1. Develop an overall job description
2. Identify the task a. Describe what should be done in the task b. Describe what is actually done in the task
3. Describe KSAOs needed to perform the job
4. Identify areas that can benefit from training
5. Prioritize areas that can benefit from training49
We expand upon these steps in our subsequent discussion.
The Task Analysis Process Step 1: Overall Job Description. The first step in the process is developing an overall description of the job or jobs being analyzed. A job description is a narrative statement of the major activities involved in performing a job and the conditions under which these activities are performed. In some organizations, job Sources of Data for Task Needs Analysis
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