There are several steps in a job task analysis that aim to describe the physical actions and cognitive activities involved with or required to complete a task. In the workplace, the purpose of the process is to understand the nature of a job to eliminate potential risks that could predispose an employee to injury.
There are several types of task analysis but among the most common techniques used are:
Hierarchical Task Analysis
The hierarchical task analysis is focused on decomposing high-level tasks into subtasks.
Cognitive Task Analysis
This type of analysis aims to understand the tasks that require cognitive involvement from the user, such as decision-making, problem-solving, memory, attention, and judgment. It is applied in situations such as supervision where minimal work occurs. In such a case, the tasks are more related to assessment, evaluation and decision making.
Steps in a Task Analysis
There are several steps in a job task analysis, including:
1. Analyse the task
The task should be decomposed into its constituent parts with a focus on;
- Task definition
- Task description
- Job inventory
- Risk assessment
2. Determine the relationship between the different parts of the task.
This should be based on a:
- Behavioral analysis
- Problem analysis
- Critical analysis
- Visionary analysis
3. Task reconstruction
The acquired information should then be used to achieve the following;
- Development of job aid and assistance
- Development of training objectives
A quality task analysis should factor in an employee’s skill level, age, experience, and communication and processing abilities in performing the task.
At Recovery partners, we offer a full task analysis service. We can help you break down your company’s various duties and eliminate the potential risks associated with each.
Our consultants love to have a chat, so go ahead and give us a call on 1300 OHS RTW (647 789) or email email@example.com
Disclaimer – these articles are provided to supply general safety information to people responsible for OHS in their organisation. They are general in nature and do not substitute for legal and/or professional advice. We always suggest that organisations obtain information specific to their needs. Additional information can be found at www.workcover.nsw.au
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