Rapid Instructional Design

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Rapid Instructional Design

• Review of Chapters 1-3

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CHAPTER 1

• What is this Instructional Design Stuff Anyway?

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Instructional Design

• A process for helping you create effective
  training in an efficient manner
• Ask the right questions
• Make the right decisions
• Create a useful and usable product

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ID Science / Art

• Science set of theories and methods and is
  concerned with inputs and outputs
• Art designs directly relate to creativity and
  talent of the designer

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Terms

• Instructor person who stands up in front of a
  class and performs the main role of disseminator
  of content info
• Facilitator main role during training sessions
  is to assist in helping others to learn (aka
  Trainer)
• Designer person who puts training together for
  the instructor, facilitator, etc.
• SME subject matter expert - teams with designer
  to develop content

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Advantages of ID

• Cost Effectiveness
• Time Effectiveness
• Learning Effectiveness

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Other Advantages

• Training Effectiveness Evaluation
• Competitive Advantage
• Business Integration
• Consistency

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Disadvantages of ID

• Time
• Resources
• Fast, cheap, good you can only have 2.

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Chapter 2

• Before You Do Anything - Pre-Instructional Design
  Activities

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To Train or Not to Train

• Determining Organizational Needs.
• What training to do
• What training NOT to do
• Develop as complete a list as possible of
  organizational needs from multiple levels of the
  company not necessarily training needs!

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Performance, Performance, Performance!!

• Performance Gap Assessment
• Difference between what the performance should be
  and what it is now
• Measured by outputs, quality, time, and costs
• Performance Opportunity Assessment
• areas of opportunity improve on already good
  performance

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Causes of Poor Performance

• Organizational/Environmental causes
• Motivational/Attitude problems
• Skills/Knowledge deficits
• can be directly affected by training

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Quick and Dirty Cost/Benefit Analysis

• ROI Return on Investment
• Ratio used to more easily compare projected costs
  of training to the benefits of improved task
  performance or the meeting of an organizational
  need
• Benefits Cost
• Cost

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Costs

• Salary Cost
• Employee daily salary/hourly wage
• Benefit Cost
• Lost Production
• Anticipated value of lost production while
  employees are in training or employee replacement
  costs
• Program Development
• Time and associated cost to design, deliver, and
  evaluate the program

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Chapter 3

• Do You Know What You Need to Do? Analysis

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Data Collection Methods

• Focus Groups
• Interviews
• Questionnaire or Survey
• Observation
• Document collection and verification
• Job Duties Categorizing
• Delphi Studies
• Job Diaries
• Examination of Performance and Productivity
  Measures
• Nominal Group Technique
• Critical Incident Method

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Why Analyze??
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Types of Analysis

• Job Analysis
• Criticality Analysis
• Task Analysis
• Trainee (Audience) Analysis
• Competency Analysis
• Computer-Aided Analysis

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Reading Assignment

• CHAPTER 4