Here's an overview of the steps used to derive objectives from a task analysis:
1.Establish the terminal objectives, and the order they should be taught.
a.Use the tasks as the basis of the terminal objectives. Use the behavior, or action statement of the task as the (draft) behavior of each new terminal objective.
2.For any task(s) that require training and qualification, consider the Skill, Knowledge, Ability (SKA) components:
a.If a component should be represented directly as an objective (one to one) write an action or behavior for the new objective using the action statement of the SKA component as a guide.
b.If a SKA component does not meet the criteria for being written as an objective, decide if it should be consolidated, or combined with other components to form a new objective. (Components can also be consolidated into an already existing objective).
c.If the component does not meet the criteria to be a direct objective or consolidated, consider deleting the component altogether.
3.Continue the process until all SKA components for the task have been either written as a draft objective, consolidated into an objective, or deleted.
4.In the process, arrange the enabling objectives under the task in prerequisite order. The higher level, hands-on objectives above, and the fundamental, simple objectives below.
5.Develop formal objective statements for each objective by doing the following:
a.Write the conditions, if any
b.Refine the action or behavior statement
c.Write the standards
d.Classify the objective according to its level (type of behavior) and type of content.
e.Identify the medium, training setting and an estimated amount of training time.
What is an objectives Hierarchy?
An objectives hierarchy is a structure that shows the terminal and enabling objectives in the context of their prerequisite relationships. Think of it as a framework, or a kind of architecture that organizes the individual parts with respect to each other.
An objectives hierarchy has the "terminal" or higher level objectives at the top, and the prerequisite enabling objectives under them. On the very bottom of the objectives hierarchy are the basic, fundamental objectives. This means that the first things to be learned are at the bottom, and the final things to be accomplished are at the top of the hierarchy.
The differences between a job task and objectives hierarchy
There is an important difference between an objectives hierarchy and a job/task analysis hierarchy.
•The job and task analysis hierarchy represents an array of tasks, skills and knowledge that is organized primarily to according to the way the job is done.
•An objectives hierarchy is derived from the job and task analysis: it shows how the objectives are best organized to facilitate learning.
The objectives hierarchy then, translates the job and task analysis from a structure that shows how people do their job (and the required skill and knowledge components), into a structure that shows how they will best learn their jobs.
Job and Task Analysis
It is essential to break a job and its tasks down according to the way they are organized and performed in the real world. Otherwise, the task analysis will almost certainly miss capturing important the essential skill and knowledge components.
But the work-oriented analysis structure sometimes has little common with the best way for new hires to acquire the knowledge, skills and become qualified to perform them independently. The job and task analysis must be translated from a work breakdown structure, into a learning structure.
What Happens in the Translation
A job oriented analysis is the logical first step in establishing the framework for a performance based leaning system. But there are important reasons why the next step should be to translate it into an objectives, or learning hierarchy.
•Identify terminal objectives
oObjectives hierarchies establish the relationship between the tasks, and the "terminal objectives." Perhaps several tasks in the job and task analysis should be grouped into one terminal objective.
•Show the sequence of terminal objectives
oThe objective hierarchy may reflect a change in the order of how the new hire should qualify on the critical tasks. Perhaps they are best arranged from easy to hard, to help them become productive quickly and provide experience before attempting to do the difficult tasks.
•Identify the scope of enabling objectives
oObjectives reflect a change in the scope of skill and knowledge components. Perhaps several skill and knowledge components are best combined, or consolidated into one objective.
How to tell if a component should be consolidated
Consider consolidating a skill or knowledge component if it seems too small or insignificant to warrant a "treatment" plan, or instructional strategy. Each objective should justify the following minimal treatment:
•A statement of the core content.
•Some sort of memory activity, examples or demonstration.
•A practice, whether as a cognitive test question or a hands on activity.
If the skill or knowledge component seems too small to justify the components described here, consider consolidating it with other similar components.
Be on the lookout for components that involve a simple, single action steps, definition of a simple term or other fairly small entity.
