58 SKILL BUILDER Identifying Training Needs through Task Analysis I. OBJECTIVES A. To introduce you to the process and purposes of assessing training needs. B. To give you practice in determining training needs for a job. II. TIME REQUIRED TO COMPLETE: 2 to 3 hours III. INSTRUCTIONS There are generally three analyses used to determine an organization's training needs: 1) organization analysis, 2) task or operations analysis, and 3) person analysis. This OS ARTES assignment allows you to perform a task analysis for a particular job by interviewing and observing a job holder. A task analysis involves systematic collection of data about a specific job. Its purpose is to determine what an employee should be taught to perform the job at the desired level. It generally includes a description of the major tasks of the job, standards of performance, how the tasks are to be performed to meet the standards, and the skills, knowledge, and abilities necessary. You will conduct the task analysis by following the steps described below: Step 1: Select a job to analyze. You may choose a job currently held by a relative, friend, fellow student, etc. (If you completed Exercise 30: Writing Job Descrip- tions in Part 2, you may use that job.) Ask the job holder if you may interview him or her about the position and/or also observe him or her performing the job. Step 2: Obtain a job description for the job you selected or prepare one by interviewing the job holder. The job description should describe in general terms the worker's major duties and responsibilities. For example, a job description for an accounts receivable clerk might include the following duties and responsibilities: a. Invoice shipments to customers on a monthly basis. b. Prepare journal vouchers at the end of the month to record cash receipts and sales by product lines. When preparing the job description, be sure to include those things that are critical to performing the job satisfactorily, no matter how infrequently or briefly they occur, and the knowledge, skills, and abilities needed. Step 3: This step involves identifying the tasks associated with performing each of the major duties of the job. You are to identify the overt, observable behaviors that are involved in performing the job. Arrange (if possible) to observe the worker performing his or her job and develop a list of the tasks involved. A task listing includes behavioral statements of how the job is to be performed. Using the example for the accounts receivable clerk, the tasks associated with invoicing customers might include: a. Pull and review invoice master. b. Extend and update invoice master. c. Add correct discount and freight charges. d. Make necessary amount of copies on copy machine. Scanned with CamScanner When you complete this step, you should have a report that includes the title of the 7, the major duties (responsibilities) of the job, the tasks associated with each duty/ esponsibility, and the knowledge and skills required of job incumbents. Step 4: Once you have completed Steps 13, answer the following questions and include them in your report: a. What training would benefit a person performing the job? If you had to design a training program for the job, what content areas would be needed, based on your analysis? neontice When you complete this step, you should have a report that includes the title of the job, the major duties (responsibilities) of the job, the tasks associated with each duty/ responsibility, and the knowledge and skills required of job incumbents. Step 4: Once you have completed Steps 1-3, answer the following questions and include them in your report: a. What training would benefit a person performing the job? If you had to design a training program for the job, what content areas would be needed, based on your analysis? b. What training method would be best (on-the-job training, seminars, apprentice- ships, vestibule, etc.)? Why