How does a Job Task Inventory Benefit Your Blended Learning Strategy?

Blended learning is dynamic in nature and accommodates a variety of learning styles. And, in order to incorporate blended learning in employee training in an organization, it is critical to create and develop a learning approach that is inclusive and will bring maximum benefits to the organization. An ideal way to accomplish this is to have a job task inventory.

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A job task inventory is technically a list of tasks an employee does as part of his job. This breakdown of a job into all core tasks helps in categorization and management of tasks. A job task inventory will assist you in evaluating employee tasks based on these parameters, and the findings will influence the design of the blended learning strategy to achieve the desired outcomes.

Each task is evaluated using these parameters to help determine the best blended learning design that will have an influence on these factors and result in improved results.

The tasks are based on factors such as:

1. Recurrence

If a particular task is to be performed frequently, then an employee must have proficiency in doing it. For this a structured training is required which includes appropriate information about the task, demonstration of how to go about it, assessments to test the knowledge and proficiency and a chance for improvement based on feedback.

If a task is not be performed frequent enough, then refresher courses might be needed occasionally for recollection of knowledge. It is critical in such situations to provide performance support so that employees get access to an easy reference tool while carrying out the task.

2. Significance


Tasks of higher importance need more attention and precise learning approaches to ensure the task is done in a correct manner, and the training for it should also be of top-notch quality. Whereas tasks of less importance can just have training support as just-in-time resources or even job aids.

3. Complexity

If the tasks are difficult to learn and perform, a well-structured and efficient training program is required for it. The training must preferably offer them chances for repeated practice as well as social collaboration and sharing to enhance their learning. If the task is simple to learn, the training would be self-directed or simply providing information to the employee on how to perform the task.

4. Risk

If a task is of high risk, then structured training is required. Training has to help the learner understand the consequences of not performing the task in the right manner. For instance, if the training is on how to operate an electric saw, the learner should be informed of the consequences of not holding the saw in the right manner, which can lead to injuries.

The tasks with high rate of risk necessities a well-structured training where the training must make the learner understand the correct way of performing the task, the learner should also be informed about the consequences of not doing the task efficiently.

To perform these tasks proficiently, the learner should be provided guided practice as well as precise feedback and guidance. However, if the task involves little or no risk, self-directed learning is the way to go. So, training them on the clarity of consequences is crucial.


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