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6. Drivers of Performance
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Drivers of Performance
To increase the effectiveness of task analysis, focus on the driver of performance (Rossett, Sheldon, 2001):
- Focus on Individuals
- skills, knowledge, expectations, information
- motivation
- Focus on Culture
- environment
- incentives
When selecting tasks to be trained, consider the following factors:
- What will happen if we do not train for this task?
- What will be the benefits if we train in this task?
- If we don't train it, how will the employees learn it?
- How will the learning platform help to achieve our business goals?
- Is training needed to ensure their behaviour does not compromise the company's legal position, i.e., Occupational Safety and Health Act, Equal Employment Opportunity, labour relations laws, or state laws?
- Can people be hired that have already been trained?
Listed below are some suggested questions that might need to be asked:
- How critical is the task to the performance of the job?
- To what degree is the task performed individually, or is it part of a set of collective tasks?
- If it is part of a set of collective tasks, what is the relationship between the various tasks?
- What is the consequence if the task is performed incorrectly or is not performed at all?
- To what extent can the task be trained on the job?
- What level of task proficiency is expected following training?
- What information is needed to perform the task? What is the source of information?
- Does the execution of the task require coordination between other personnel or with other tasks?
- Are the demands (perceptual, cognitive, psychomotor) imposed by the task excessive?
- How much time is needed to perform this task?
- What prerequisite skills, knowledge, and abilities are required to perform the task?
- What behaviours or outcomes distinguish good performers from poor performers?