The Analysis Phase

In instructional designing it is essential to know about the target audience and their requirements from the course.

It is required to have basic understanding on:

• Audiences’ background: age, profession, family life, etc.
• Education level of audience.
• The behavior to be performed by the course.
• Audience know-how of the topic.
• The learning gap.
• Strategies required achieving training goal.

Learning Development Life Cycle – The ADDIE Model

The ADDIE model is the basic model used in instructional designing. This model explains the learning development life cycle consisting of the following five phases:

Analysis

It involves data gathering, identifying the training requirements, and understanding customer expectations.

The output generally includes scope of work document, project kick-off pitch, project plan, and Training Need Analysis (TNA) document.

Design

Based on the analysis, the design or the blueprint of the training is created.

A key output of this phase is the training design document.

Development

Training development and pilot testing are the hallmarks of this phase. This phase may also include the prototype creation.

The output developed includes storyboards, prototype, alpha, beta, and the final delivery of the training.

Implementation

It involves the actually delivery of the training to the learner.

The output is the deployment of the training on the Learning Management System (LMS) or deployment of the classroom training materials.

Evaluation

We determine the effectiveness of the training. We should keep in mind that evaluation in reality takes place at every point throughout the ISD process.

The output is user feedback form analysis and recommendations for enhancement.    

We’ll review each phase in detail in my subsequent posts.

Instructional Theories

Instructional theories highlight how to structure the raw content to facilitate learning. Basically, there are three instructional theories:

• Behaviorism
• Cognitivism
• Constructivism

At first instance, these theories appear confusing as they tend to overlap and appear connected. However, they highlight change in learning mode and methodology.

Behaviorism is based on the concept that human behavior is predictable. It advocates structured learning and training goal. It is based on stimulus-response learning that involves training of individuals to respond to a certain work. However, a slight change in the work or environment can leave the learners confused. It can be related to introductory learning.

Cognitivism is based on learner's attitudes and experience. In this case the learner is trained to use his previous experience to solve real life problems. It can be related to advance knowledge acquisition.

Constructivism is based on divergent thinking and action and that learning is personal interpretation of the world. Thus, it trains the learner to behave in ambagious condition. It can be related to gaining expertise.

Training Methods

Training involves designing of an effective system that learners and trainers can implement to meet learning goals. Training methods are classified as:

• Instructor-led training
• Learner-led training
• Blended training
  
  
  
  
  Instructor-led training (ILT) is classic classroom training that involves a scheduled event conducted by an instructor. Learner-led training (LLT) involves creation of web-based tutorials and computer-based tutorials. Blended training incorporates the right combination of ILT and LLT.

Instructional Design: Back to Basics

I remember my 4-year old neighbor describing why Christmas is celebrated. She explained in her cute way that Jesus was born on this day and so this is celebrated as a holiday around the world. When I was wondering how smart children are, she shared that Christmas story was shown to her in school on a smart board and all the children in her class were made to role play. I was really impressed. I just felt that this is what Instructional design (ID) is all about. It is about creating a learning experience.

Technically speaking, ID is the practice of creating "instructional experiences which make the acquisition of knowledge and skill more efficient, effective, and appealing." ID is about delivering effective training for corporate, schools, colleges, government, military, and so on. ID may range from teaching Algebra to a high school student to teaching a Software Application to a Technician working in a Plant. Anywhere, there is going to be a training program, you will find ID practices. However, the challenge is bridging the gap between what is taught and what is effectively learned. How to engage learners with clear and meaningful training content? How to create a learning experience?

Well, as Instructional Designers we are taught the basic theories and strategies of making learning effective and interesting. My next few posts will talk about my journey in this field - unraveling the fundamental ID concepts, theories, strategies, and the best practices. Feel free to share your opinions and the latest updates in this field with me at richasmita@gmail.com.