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Job Task Analysis can be a formidable challenge. It’s about breaking down a job into tasks and then analyzing them. How do you best say what a job does? There needs to be method, or it ends up in madness. Here’s a simplified version of the process for ‘just in time’ or ‘on the job’ training

One of the best ways to methodically say what the job does is to use a process called Job Task Analysis (JTA). Job Task Analysis (JTA) is not only used to create a training program, but it is also used to create accurate and valid job descriptions. Because JTA defines the required knowledge, skills and abilities (KSAs) for job performance, it is often the basis of a checklist of mandatory demonstrated requirements for recruiting.

Competency-based training is learner‑focused, and lends itself to independent study, allowing learners to study at their own pace, reviewing or practising challenging learning outcomes as they need, and moving quickly through the competencies in which they are more adept. In an earlier post, the four levels of complexity were outlined. These levels measure the student’s depth of knowledge.