Chapters 4,5 & 6 Directions: After reading these chapters, it is important you understand how task analysis and person analysis works. The individual steps are outlined in chapter four. Part A: Chapter four 1. Does a task analysis focus on the person doing the task or task? Why? Task 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. It explains what must be done to perform a job or complete a process successfully. 2. What does KSAO stand for and how is this part of the task analysis? KSAO stands for Knowledge, Skills, Abilities, and Other characteristics. These are the attributes that an employee must possess in order to meet the appropriate standards of performance. 3. There were two company examples of task analysis provided in the text: Texas Instruments & Boeing, briefly explain how useful the task analysis was in these cases?
In the Texas Instrument’s case: Task Analysis was used to develop a train-the-trainer program. A five step approach was to task analysis was used: 1. List typical tasks, 2. Survey staff, 3. Observe the classroom, 4. Conduct structured interviews, 5. Prepare and present a final report. Use of the task analysis allowed for input from all stakeholders, use of multiple methods, rating of tasks, view of broad perspective. The Task Analysis Process includes: Overall Job Description; Task identification; Identify What I Takes to Do the Job; Identify the Areas That Cam Most Benefit from Training or HRD; Prioritize Training Needs. Conversely, Boeing used the Task Analysis approach to assess expert CAD-CAM user’s thinking fo solving problems, dealing with uncertainty, and minimizing risk 4. Is a performance appraisal the same as person analysis? Why or Why not? No they are