The Art and Science of Instructional Training Design
To meet the goals for improving learning in your company, hr360 can help you answer and implement three critical questions:
Where are you going?
How will you get there?
How will you know when you have reached your destination?
The role of instructional design is important. hr360 will:
- research your training needs with you,
- assess the needs of the company and the employees,
- help you find solutions to problems,
- talk with your subject matter experts,
- develop your blueprint for approval,
- design appropriate training,
- and deliver your training ‘in living colour.’
Quality training design serves many purposes:
- Employees and employers feel important as they have been listened to
- No waste of time with unnecessary training
- Training that makes a difference in employee’s careers
- Training that is applicable to day-to-day operations
- Design of effective training in an efficient manner
- Produce training that is useful and usable, and promotes wellness in the workplace
- Design training that is anywhere, anytime, cost effective
- Experienced instructional designers speed up design, saving money
- Track results of training that is measurable, shows return on investment
Debbie’s Planning Approach is highly professional, theory driven, results-oriented and industry focused. hr360’s Instructional Systems Design divides training into stages; each one making a difference in how a company makes it’s decision for training.
In the Analysis Stage, I conduct some form of job analysis to identify specific skill requirements or identify performance standards that an employer expects from it’s employees. I can identify characteristics in the employees and the learning environment.
In the Design Stage, I will define learning objectives that are approved by the employer, in very specific terms. These would be listed as: knowledge, comprehension, application, analysis, synthesis and evaluation (Bloom’s hierarchy.) The learning objectives consist of behaviours, conditions and the criteria for evaluation. These could be incorporated in certification programs for employees, or should the employer require testing to standards of training materials that have been taught. I design the learning objectives to meet the employer’s requirements and measurement standards. These designing skills require expertise to ensure employer satisfaction and high-performance employees. I rely heavily on the subject matter and the internal subject matter experts to provide and define what the learners must be able to do and how the trainers will know when the skill or knowledge has been accomplished.
The Development Stage requires the designers and producers to create the instructional materials for the trainees. As per the employer instructions, this can include study guides, workshop manuals, demonstrations, films, videos, books, audio tapes, lectures, practical activities, working games, and web resources. If the trainers are not the subject matter experts, they may rely on internal experts to support the training development.
The Implementation Stage is similar to a performance of a play. The show must go on! The materials are written and the workshop is delivered–by our consultants, in “living colour.” My workshops are highly interactive, results-oriented, leading-edge and lots of fun.
The Evaluation Stage allows for testing and/or grading based on the materials presented and the learning that has taken place in the workshop. Employees are evaluated and measured based on their ability to perform the new skills on the job, or take the new knowledge/information back to the workplace and implement it into their daily work.
I will help create your training materials at any stage of the Instructional Design stage, or all of the stages.