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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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