Your Chief Virtual Learning Architect

Learning to Performance

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Custom Design & Delivery

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Predictive Evaluation

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Enterprise Learning Strategy

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Dave Basarab Consulting has elevated the training experience, offering an end-to-end comprehensive approach that includes training strategy, instructional design, development, delivery , post program training transfer, and evaluation (via the unique Predictive Evaluation methodology). Virtual Chief Architect Dave Basarab has combined all of these individual training elements with his user-friendly, comprehensive Learning to Performance approach, which significantly increases companies' training ROI.

Why we are different

Innovation: Our primary focus is creating learning programs using a Learning to Performance approach.
Expertise: Dave offers the depth and breadth of his experience, including working internally at prestigious companies (Motorola, Ingersoll Rand and Pitney Bowes) as well as his knowledge and expertise as a highly-respected, sought-after consultant.
Partnership: Basarab collaborates with companies, serving as their own Chief Learning Officer whenever they need to plan, strategize, or implement training initiatives.

Training Services

Enterprise Learning Strategy

Enterprise Learning Strategy

At Dave Basarab Consulting, we're experts in creating Enterprise Learning Plans. We work with you to develop your company's learning strategy and direction.

Custom Design, Development, & Delivery

Custom Design, Development, & Delivery

Custom training is an effective way of developing the capability required to execute your strategy. We are a custom design house that creates programs specific to your business.

Learning Burst Development

Learning Burst Development

We can create and deliver your courses via our unique Learning Burst Method - keeping your employees at their jobs while receiving world-class training.

Predictive Evaluation

Predictive Evaluation

We predict the ROI for your courses and establish success gates. We then evaluate the course against the success gates to show value realized and continually improve results.

Leadership Development

Leadership Development

Turn-key virtual custom leadership development program that combines world-class leadership speakers/educators with post-event personalized coaching to provide you with a cadre of highly skilled leaders.

Predictive Evaluation

Using Job Task Analysis To Prioritize Technical Training Content

Technical training programs often become overloaded with procedures, product information and background theory. Job task analysis provides a practical way to decide what employees must learn first, what can be referenced later and what does not belong in the program at all. The focus shifts from covering a subject to enabling reliable performance in real work conditions.

For Australian organisations, this approach is especially valuable when roles span office locations, field sites, regulated environments or fly-in fly-out operations. A clear view of critical tasks helps learning teams connect instructional design with safety, productivity, quality and commercial outcomes.

Content decision	Include in core training	Provide as reference or follow-up
High-risk task performed frequently	Yes, with practice and assessment	No
Low-frequency task with serious consequences	Yes, with simulation and job aids	Supporting reference
Common task with low business impact	Brief overview	Optional resource
Background theory with no task connection	Usually exclude	Glossary or pre-reading
Tool or system feature rarely used	No	Searchable guide or help content

Start With The Work, Not The Course

Job task analysis examines what people actually do, the sequence of actions, decisions, tools, standards and conditions involved. Useful evidence comes from observation, interviews, work instructions, incident reports, quality data, system records and conversations with experienced operators.

Subject matter experts can describe the ideal process, but observation often reveals workarounds, interruptions and informal decisions. A technician in Perth may manage different site constraints from a technician supporting customers in Melbourne. These variations should be captured before content is prioritised.

Define Criticality And Consequences

Not every task deserves equal learning time. Rate each task according to factors such as safety exposure, regulatory importance, customer impact, frequency, difficulty, error cost and the time required to become competent. A task performed once a month may outrank a routine task if a mistake could damage equipment or breach workplace health and safety requirements.

In mining, utilities and construction, critical controls and isolation procedures commonly demand demonstration and verification. In financial services or healthcare, privacy, compliance and accurate system use may carry greater weight. The analysis should reflect the organisation’s risk profile rather than a generic technical training template.

Separate Knowledge From Performance

A task analysis should distinguish between information employees need to remember, information they can look up and actions they must perform under realistic conditions. This distinction prevents courses from becoming long presentations filled with definitions and screenshots.

For example, a field engineer may need to understand why a calibration sequence matters, yet the exact settings could be supplied through an approved job aid. Training time should focus on diagnosing faults, choosing the correct response and completing the sequence safely. Practice and feedback are more valuable than asking learners to memorise every specification.

Prioritise Content With Evidence

Use a simple scoring model to rank tasks. A useful formula combines consequence of error, frequency, complexity and business value. Add evidence from performance records wherever possible: rework, service delays, audit findings, failed assessments, customer complaints and supervisor escalations.

This evidence also helps executives see why a technical program needs investment. The discussion becomes connected to operational results rather than learner preferences, and learning budget evidence can support decisions about scope, delivery and evaluation.

Build Practice Around Real Decisions

High-priority content should become a performance pathway: explain the context, model the task, allow guided practice, test independent performance and provide feedback. Scenarios should include the distractions, incomplete information and time pressures employees face on the job.

Australian delivery conditions may require blended options. A Sydney-based team could use facilitated workshops and virtual labs, while regional or FIFO workers may need downloadable modules, mobile access and short practice sessions between shifts. Learning bursts can reinforce one task or decision at a time; learning bursts are particularly useful for spaced reinforcement after formal training.

Apply A Practical Prioritisation Method

A cross-functional review involving operations, safety, experienced employees, supervisors and learning specialists produces stronger decisions than an instructional design review alone. Agree on task ratings, identify essential evidence and map each priority to an appropriate learning method.

Useful recommendations include:

Analyse high-consequence tasks before familiar or easy tasks.
Observe work across locations, shifts and experience levels.
Use performance data to validate expert opinions.
Teach decisions and demonstrations, not just terminology.
Put low-use reference material into searchable job aids.
Reassess priorities when equipment, software or regulations change.

Measure Adoption And Business Impact

Content prioritisation should continue after launch. Track whether employees use the required process, whether supervisors observe improved performance and whether operational measures move in the expected direction. Depending on the program, useful indicators may include first-time fix rates, safety observations, production delays, compliance findings or customer resolution times.

Predictive Evaluation can help forecast likely adoption and impact before substantial resources are committed, then compare those forecasts with actual results. This creates a feedback loop: task analysis informs the program, workplace evidence tests the design and business data guides the next update.

The central principle is simple: technical training should give the greatest attention to the tasks where capable performance matters most. Job task analysis turns a crowded content list into a defensible learning strategy, helping Australian organisations develop people for the work they must perform, under the conditions they actually face.

Learning to Performance

Learning to Performance, a complete training approach, gives companies world-class training to drive significant return. This approach includes upfront work (Impact Mapping, design), training (for staff and company executives), and post-training efforts to ensure training transfer. This unique recipe - the key for successful training and adoption - is changing the way companies implement training. This methodology could work with any content for organizations in any industry.