Brief introduction of task analysis;
Task analysis refers to determining the knowledge, skills and attitudes that employees need to master by analyzing the contents, requirements, processes, conditions and results of a job or task, so as to determine the training objectives and contents. Task analysis helps trainers to understand the actual work situation of employees and design training programs that meet the job requirements.
Introduction to performance analysis:
Performance analysis refers to determining the necessity and urgency of training, as well as the key points and difficulties of training by analyzing the gap between the actual performance and the expected performance of employees. Performance analysis helps trainers identify the strengths and weaknesses of employees and improve the pertinence and effectiveness of training.
The relationship between task analysis and performance analysis;
Task analysis and performance analysis are two complementary methods, which can determine training requirements from different angles and provide valuable information for training design. Generally speaking, task analysis method is more suitable for analyzing the training needs of new employees or new positions, while performance analysis method is more suitable for analyzing the training needs of existing employees or existing positions.
Shortcomings of task analysis and performance analysis;
Disadvantages of task analysis method:
1, ignoring the change and development trend of work or task.
Task analysis method is based on existing work or task. If the work or task changes, the original task analysis results may not be applicable and need to be re-analyzed. This will increase the time and cost of training demand analysis, and also affect the timeliness and effectiveness of training.
2. Subjective influence of staff.
Task analysis determines the training needs by collecting and analyzing employees' job or task descriptions, which will be influenced by employees' subjective cognition, attitudes, preferences, emotions and other factors to some extent, which is not conducive to their comprehensive, true and accurate description of jobs or tasks.
Disadvantages of performance analysis method:
1, ignoring the reason for the performance gap.
The performance analysis method determines the training demand by comparing the difference between the actual performance and the expected performance of employees, but this method does not deeply explore the reasons for the performance gap. If we simply think that the performance gap is caused by insufficient knowledge, skills or attitudes, we will ignore other possible problems, which is not conducive to the expected results of training.
2. Affected by performance evaluation standards and methods.
Performance analysis method is based on the existing performance evaluation standards and methods for performance comparison and gap analysis, but these standards and methods may have some problems or defects, such as unclear, inconsistent, unfair and inapplicable standards, unscientific, objective and inaccurate methods. It is not conducive to the fairness and rationality of performance analysis results.