In the current workplace model of 70-20-10, 70% of training is on the job experience. Although on the job training is a standard method of learning, it can become a process to pass on bad habits or missed information due to the unconscious competence of the trainer. However structured on the job training can make all the difference in successfully teaching an employee the job. When structuring on the job training, take the time to complete a job task analysis.
- Identify job tasks – what exactly needs to happen in the job?
- What are the job steps – the sequence these tasks need to happen in?
- What knowledge, skills and abilities are required to successfully complete the job tasks and steps?
- What additional context is required – machinery, materials, working relationships?
- Identify the standards to achieve for each task and step.
- How will you measure success to know how good is good enough?
Understanding the job tasks will lead to:
- Hiring practices targeting the human characteristics required.
- Compensation accurately assessed based on a clear understanding of the knowledge, skills and abilities required to complete the job.
- Training practises that align with the job requirements.
- Performance reviews assessing employee performance with known company standards.
To learn more about completing a job task analysis for successful on the job training contact us.