“Why does it matter what they want in a training product? All that matters is that we tell the associates what they need to know in the end.”
Janiah decided to try a different approach. “You’re right, of course. The associate, or learner, is the key stakeholder and the most important person to the training team. The instructional designer can make sure that the learner is kept in mind throughout the whole project and that the end training will be able to both train the associate successfully and satisfy the needs of the business project team.”
The HR leader stroked her chin, thinking out loud, “How can an instructional designer do that? Hmmmm... I’d like to learn more about instructional design myself and I have some associates on my team who are just raring at the bit to get into training. Do you think you could present a session to our team about instructional design and training? If we know more about it, it seems like we can move along faster with getting training to the end user.”
“I’d love to!” Janiah almost could not contain her excitement.
“Ok, great. Let’s do it. Keep in mind that we need the ABC’s of design and not a graduate course in adult learning theory. I know how you love this area.”
“Ok. I’ll put together some ‘training on training’, so to speak. If anyone wants to dig deeper into it, I’ll have some side information resources for them to review independently.”
“Don’t forget your other projects though. This is important but so is the rest of the business. Let’s get to it then. Do you think you can have something ready for our next team meeting in April?”
“Yes, I can.” Janiah smiled and felt very successful in this conversation.
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After the meeting, Janiah realized that she needed a plan to ensure that she could accomplish the instructional design training session so that those attending her session got what they needed. She sat down to outline what she felt others needed to know in order to effectively create training. First, creation of training involved design and development. It took analysis and follow-through as well. It took ADDIE (Analysis, Design, Development, Implementation, Evaluation).
She realized that what she had on her hands was a training project on how to develop training. She had to go through the same instructional design paces for this project as she would for any other business project. She needed to first analyze what was needed, strategize about the deliverables and then design the deliverable (her session with the team) so that it maximized the opportunity. After that, the actual content development would go much more smoothly.
Her analysis told her that the need was for associates in HR to understand instructional design. They needed to be involved in business projects from the get-go to really make sure training happened more quickly and more effectively.
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Janiah’s High-level Training Outline: (ISD Task Analysis)
- Define Instructional Systems Design Systems
- ADDIE model (Analysis, Design, Development, Implementation, Evaluation)
- Analysis
- Design
- Development
- Implementation
- Evaluation
- Real World ISD
- Additional Resources
With her analysis in mind, Janiah decided that a user guide would be her main deliverable, with instructor notes for her presentation of the user guide and job aids on the side. She would also include activities, interaction and practice at each stage. She would need the endorsement of the HR leader who requested this session as her formative evaluation approval for the analysis. Janiah knew she wasn’t at course design yet but her analysis led to good strategy for the project.
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“So you’ll present a user guide to our team about instructional design?” The leader asked. “I thought that you said ‘telling’ won’t do for training?”
“I did, and the user guide is the takeaway for the group. But the session will very interactive with practices and activities to really drive home what they are learning.”
“Ok, you have eight hours for your session. I like the idea of a user guide takeaway. Can we house it online?”
“That’s ideal. I’ll give everyone a hard copy to use during our session but make sure everyone knows where to find it online too. I’d like to house the job aids and activities online too. My next step is to design the user guide, the job aids and the activities. I’ll touch base with you after that”.
“Sounds good. Thanks for doing all this. Set some time on my calendar to talk again about the design next week. See you later.”
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Janiah’s First Draft Design Outline
- Introduction
- Define Instructional Design Systems (ISD), ADDIE and why instructional design is critical to the success of a business project and the bottom line
- ADDIE model (Analysis, Design, Development, Implementation, Evaluation)
- Why ADDIE?
- Example of ADDIE model used in a training project
- Analysis
- Why analysis?
- Types of analyses
- Approval or Validation of Analysis – formative evaluation
- Examples of analysis
- Design
- Why design?
- What should design include?
- Approval or Validation of Analysis – formative evaluation
- Examples of Design
- Development
- What should development include
- Approval or Validation of Development– formative evaluation
- Implementation
- Define Implementation
i. Train the Trainer
ii. Training course direction for instructor (if applicable)
iii. Training Support and ad hoc maintenance or changes
- Evaluation
- Why evaluate?
- Different levels and types of evaluation
- Real World ISD
- Rapid Learning Development
- Using existing materials
- Using Subject Matter Experts (SME)
- Using On-the-Job Training (OJT)
- Reminder of why ISD is critical to successful training
- Additional Resources
- History of ISD
- How it evolved
- Adult learning theories (brief section on each and why they bear importance)
i. Historical figures (brief section on each and why they bear importance)
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