The Instructional Design Process

Presentation by:

Joe Ciliberto

The ISD Process

A systematic approach for designing, developing and delivering strategic instruction focused on improving the learners' performance and the elimination of performance gaps that are the result of a training problem.

ISD Steps

Analysis

DevelopmentImplementation

Evaluation Design

ISD – Bringing all the pieces together

Forecasting

Planning

ExecutingGathering

Reporting

Follow-up

Analysis

DevelopmentImplementation

Evaluation Design

ForecastingAssess know skill deficiencies

Identify process changes

Identify equipment changes

Understand organizational changes

Assess business needs & define strategic objectives.

PlanningIdentify audience

Determine time table

Identify support resources

Define learning objectives, measurement indicators and level of evaluation

Prioritize training needs

ExecutingDevelop training program

Deliver pilot training program

Practice skills

Administer Assessment

Modify existing training

programs

Gathering

Compare actual vs. planned Learning outcomes Retention level, training

effectiveness

Determine business impact before, during & after

Calculate R.O.I.

Provide feedback for upgrades

ReportingMeasure learning

Pre/Post training results

Communicate results Performance improvement,

behavior shifts

Communicate status Minutes, newsletters,

special announcements

Document skill levels Update skills matrix

Document follow-up findings

Follow-upObserve behavior

application of knowledge/skill shifts in attitude

Audit participation reviews, sign-offs, training etc.

Audit performance result yield, efficiency, quality

Assign accountability

Benefits of the ISD Process

The learner’s knowledge and performance are increased.

Training time and cost per student are reduced. ISD helps keep training

targeted and effective!

The Analysis Step

Analysis

DevelopmentImplementation

Evaluation Design

Analysis includes:

Performance analysis

Goal analysis

Task analysis

Without a roadmap, who knows where you’ll end up.

Instruct on the “need to know” not the “nice to know.”

Are You A Pain ADDICT?Or … Why spend time “up front”?

Analysis Development Implementation EvaluationDesign

…or think it through later

Analysis Development Implementation EvaluationDesign

Think it through now…

Analyze the Issues

Determine Desired Outcomes

Implement

Critique

Tryout Improvements

Performance Analysis

Reveals the gap between actual employee performance and the desired employee performance.

Determines if the gap can be eliminated through an effective training program.

Goal Analysis

Employees should be safety conscious. How do I know if someone is safety-conscious?

Operators should be problem-solvers. What does a problem-solver do?

Goal analysis turns abstract statements into concrete tasks that can be taught. It’s a task!

Task Analysis A sequenced description (or flowchart) of:

the step by step actions; the tools, equipment, materials, and supplies; any associated safety concerns; required prerequisite knowledge; acceptable standards of performance; and key points required to complete a task.

A task analysis ensures the need to know information is taught.

The Design Step

Analysis

DevelopmentImplementation

Evaluation Design

Design includes:

Audience Analysis

Learning Objectives

Skill Hierarchies

Course Prerequisites

Audience Analysis…a key to making instruction work!

A description of the people who will receive the training. This might include: the number of learners their experience level their reading ability their attitudes and interests

Statements that define what the learner must do to demonstrate learning has been accomplished.

Contain 3 distinct components: Performance

States what a learner is expected to be able to do. Conditions

Describes the important conditions under which the performance is to occur.

Criteria States the specific standard of performance by

describing how well the learner must perform in order to be considered acceptable.

Learning objectives

Skill hierarchy A skill hierarchy is a diagram

showing the relationships between the skills in the training.

Helps you determine what to teach first.

Keeps you from getting the cart before the oxen!

Course prerequisites

Gives you a starting point. Describes what knowledge and skills the learners

must have before taking your course.

Everything between the course prerequisites and terminal objectives = course content.

Understanding what’s do-able?

Good

Fast Cheap

Pick any two!

If you want it fast and good – don’t expect it to be cheap.If you want it fast and cheap – don’t expect it to be good.If you want it good and cheap – don’t expect it to be fast.

The Development Step

Analysis

DevelopmentImplementation

Evaluation Design

Development includes:

Criterion tests Relevant practice Content derivation Delivery system selection Module development Sequencing Tryout

Criterion testingEvaluating Learning

Criterion testing evaluates whether the learner has met the objectives. A test may have a learner:

provide a correct answer from alternatives (multiple choice, fill in the blank, etc.)do or produce something to demonstrate the objective has been met

Content derivationContent promotes complete understanding and successful completion of test items.

Objectives

TestContent

Delivery system selection

Sometimes referred to as “media selection.”

You decide how the training will be presented to the learners.

Delivery system examples: stand-up training, text-based instruction, computer-based instruction, OJT, simulator based, instructional videos.

Module developmentA basic floor plan

Big picture - orients learners

Objective(s) – stated in terms learners can understand

Skill Check Description -demonstrate mastery of objective

Relevance - tells why it’s important to them

Demo - shows what performing the objective looks like

Instruction - gives information needed for objective

Practice - gives practice in doing the objective

Feedback - gives information on performance

Self check - allows learners to see if they can perform the objective

Sequencing

Sequencing--determining the most efficient order to present the modules to learners.

Logical sequences

Organize information in one of these ways:

Hierarchically (from easy to difficult, from simple to complex)

Chronologically Spatially (left to right, top to bottom,

outside in) Spirally

Tryout A tryout can save time and money.

Back to the drawing board!

The Implementation Step

Analysis

DevelopmentImplementation

Evaluation Design

During implementation...

…the training system is put in place and persons are trained on how to use it properly.

The best training can fail if it is not properly

implemented.

The Evaluation Step

Analysis

DevelopmentImplementation

Evaluation Design

Focus on Continuous Improvement

This step tells you: whether or not the training solved the

original training problem what you can do to improve the

training how training impacts the bottom line

Evaluation

1.Evaluation Levels

2.Learner Reaction

3.Measure Learning

3.Application of Skills

4.Results Analysis

1.Methods of Obtaining

2.Course Survey

3.Pre & Post Test and/or

Sample Output

3.Job Observation/Checklist

and/or Sample Output

4.Cost vs. Benefit Analysis

Four Levels of Evaluation

Was it worth it?Calculate Return On Training Investment (ROTI)

Cost of training problem

vs. Cost of solving problem

lost time equipment losses poor productivity

training coordinator time SME time away from job costs of developing training material time for learners to take training

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