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Instructional
Design Services
Our
beliefs
Products
we create
Keys
to success
Why
use Corporate Training Partners?
A
detailed look at our Instructional Design Process
Our
Beliefs
- Training must be linked to specific
organizational goals.
EVERY participant in training asks, "Why
do I need to be here?" Linking training to organizational goals
begins to answer this question. Linking training to individual performance
goals is the second part of the answer.
When you address these questions clearly
as a first step in the design process, you’ve taken a big step toward
success.
- Training only works when used in
combination with other activities.
An efficient and effective learning experience
results from a combination of excellent instructional design, useful
instructional materials, the right instructor, motivated participants
and supportive organization leadership. If one of these things are missing,
beware of your investment in training! It could be completely wasted!
Consider each factor listed a variable:
A = instructional design
B = instructional materials
C = instructor
E = participants
E = organization leadership
The result of an training event can be
determined by multiplying them all together:
Result = A x B x C x D x E
If ANY of these variables is Zero, what
result will you get?
Zero.
Which means part of any custom training
development project is the development of a project plan that will fully
address all these aspects in the implementation.
- Instruction must be participant-centered
and create high levels of participant activity.
Adults learn by doing. By being involved.
By being engaged. Any training experience must immediately involve the
learners in the process and keep them fully engaged.
- Training can and should be fun.
When training is fun, retention of information
increases. The participants have something that will anchor the learning
experience.
Products
we create
From instructor-led classes to web-based
training, we create all the materials needed for the appropriate learning
experience. We design and develop the tools that result in learning that
will enhance the participant’s job performance.
Each client is different. Each audience is
different. So each learning solution must conform to meet the unique combination
of requirements for that situation. Corporate Training Partners will work
with you to develop the learning solution using the most appropriate,
efficient and economical delivery vehicle for your needs. This approach
produces project deliverables such as:
- Instructor-led seminars or workshops
- Leader’s guides
- Student workbooks
- Job aids
- Self-study workbooks
- Audio or video tape courses
- Web- or Computer-based training courses
- Recommended resource listings for pre-
and post-class work
- Course evaluations and student assessments
- Executive briefings
- Course descriptions, class agendas and
other internal marketing materials
- Project plans, from analysis through evaluation
Keys
to success
These components will help us succeed together:
- Participant Centered Design. The
learning experience must always be created from the perspective of the
learner. The learner is always asking, "What can I do with this
information?" Hence, the learning design must lead to that answer.
Always. Consistently. Throughout the course. A true participant-centered
design consistently engages the learner, involving the learner and creating
the opportunity for transfer of information from short term to long
term memory, where it must be to be useful on the job.
- Teamwork. Our clients work with
us to create the "Partners" in Corporate Training Partners.
We work closely with our clients to determine the most effective solution.
We work with your subject matter specialists to create courses that
address your organization’s unique business processes. And we focus
relentlessly on what’s practical. On what will help your organization
achieve its goals. Because we know our success depends on your success.
Why
use Corporate Training Partners?
Experience.
Experience creating classes. Experience managing the training function
for a large corporation. Experience that gives us the client’s perspective
on our work - which means we understand implementation issues and develop
solutions to address your challenges.
Instructional
Design and Development Process
A systematic process includes questions that
must be answered at each step in the process. These answers are used to
create the outputs of that step in the process. The outputs are essential
to completing the next step in the process.
What are the steps in the Instructional Design
and Development Process?
- Analysis
- Design
- Development
- Pilot Delivery
and Evaluation
(Click on each step for a complete list of
the questions and outputs included in that step.)
Analysis
Questions:
- What tasks must be accomplished?
- What tools are available to accomplish
these tasks?
- What specialized knowledge, skills and
attitudes are prerequisite to learning these tasks?
- Who will perform these tasks?
- How many people must learn to do these
tasks?
- What knowledge and skills that are required
to do the tasks are already possessed by the person(s) assigned these
responsibilities?
- What knowledge and skills must be taught
to accomplish these tasks?
- What delivery formats are possible? Instructor
led classes? Web based training? What else?
- What constraints, such as time or location,
exist that the training must work within?
Outputs:
- Audience description
- Learning objectives
- Time constraints
- Possible delivery vehicles
Design
Questions:
- What are the different topics that must
be taught?
- What topics are tasks?
- What topics are concepts?
- What is a logical sequence to teaching
these topics?
- What are the key points that the learner
must be taught in order to master each topic?
- Which topics are the most difficult?
- Which topics are most essential to successful
performance?
- How much time will be devoted to each
topic?
- What learning technique will be used to
teach each topic?
- What tactics can be used to make the learning
process efficient, interesting, challenging and enjoyable?
- How will the learner’s performance of
the task be assessed?
- What materials must be developed in order
to deliver the training described in the training design?
Outputs:
- Course description
- Specific learning objectives
- Agenda, including timing and sequence
and descriptions of learning activities.
- Training materials to be developed.
Development
Questions:
- Plan the development and piloting project.
- Create materials described in the training
design.
- Test materials for content accuracy and
usefulness with subject matter specialists.
Outputs:
- Project plans
- Leader’s guide
- Student workbook
- Job aids
- Self-study workbooks
- Audio or video tapes
- Web- or Computer-based training materials
- Recommended resource listings for pre-
and post-class work.
- Course evaluations and student assessments
Pilot
Delivery and Evaluation
- Deliver training
- Identify changes needed
- Modify materials
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