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Instructional plan for training 101bY: artimisha curl

+Initial meeting

• Upon meeting with the Human Resource Specialist we discovered the training needed to be evaluated.

• We determined the training department are not 100 percent that the advisors are thoroughly knowledgable of the basic job description.

• The trainers broke down with training 101 currently entails

+Needs analysis

• Complete a Needs analysis to determine what needs to be done.

• Determine what areas of focus needs to be revamped.

• Why are enrollment advisors not prepared to go on the floor after a thorough 2 week training?

• It is determined through managers feed back the new hires are ill prepared.

• Advisors are not able to pass the enrollment advisor new hire training with a 90% percent or above.

+cONTINUED……

• Diagnosing Problematic areas.

• Determine a systematic approach to the new hire training process.

• ADDIE MODEL

+Hr discussion based on analysis

• Meet with the HR Management team to discuss findings in the needs analysis process.

• Determine the key objectives and what was found based on the needs analysis.

+Goals and OBJECTIVES

• Determine goals and objectives.

• FAST

• Set what the intended outcome should be.

+Description

• The new hire education training is designed to educate new hires.

• Role

• Assessment

+AUDIENCE

• Newy hired enrollment advisors at the University of Phoenix.

• Ages from 21 and up

• Individuals with a Bachelors Degree of higher.

+modality

• Classroom Training

• Instructor Led

• Adobe Connect

• Webex

+Defined goals

• After completing the training course the students will be better prepared for their role as an enrollment advisor.

• Students will be able to identify the key indicators of a successful call.

 

+Defined objectives

• Students will be able to describe, identify and implement the key behaviors of a successful enrollment advisor such as: conversations, discovery, talk time and dials.

• Students will be able to implement all of the knowledge they have acquired in training by passing the end of course assessment with an 80 percent or above score.

• Students will be able to organize their days effectively when they get out on the floor in order to make proper usage of their time

+ABCD FORMAT

• Students will be able to describe, identify and implement the key behaviors of a successful enrollment advisor such as: conversations, discovery, talk time and dials.

• Students will be able to implement all of the knowledge they have acquired in training by passing the end of course assessment with an 80 percent or above score.

• Students will be able to organize their days effectively when they get out on the floor in order to make proper usage of their time

+Instructional design team

• Instuctional designer

• Human Resource Manager

• Learning Faciliator

• Project Manager

+timeline

• The timeline from design to implementation is 3 months.

• We will start the project beginning with anecdotal notes and observing on June 1

• We will implement the new training 101 design with the training class starting September 1.

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New hire packet 101

Student Success Packet

New hire learning assessment.

Computers for instructors as well as students.

RESOURCES

+Reference

Brown, A. & Green, T.D. (2011). The essentials of instructional design (2nd ed.). Boston, MA:

Pearson. Retrieved from https://portal.pheonix.edu/library.

2Assessment.Georgetown.Edu (n.a.). Identifying student learning goals. Retrieved on April 25, 2014, from http://assessment.georgetown.edu/courselevel/identify-student-learning-goals/