start-up training for new hires
This instructional design plan was created for a start up company to train new hires on how to sell their product. This is a two day instructor led training that covers company background as well as product knowledge and consultative selling skills. This project was completed as a solo effort.
COMPETENCIES DEMONSTRATED:
This artifact represents a full implementation of the ADDIE process beginning with a needs assessment and task analysis to verify the problem, followed by designing an instructional approach plan, selecting learning strategies, then developing course materials and piloting it to gather feedback for revisions.
Analyze |
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Based on the ADDIE model outlined by Smith and Ragan in their book Instructional Design the project showcases the ID process from beginning to end. The first step in the cycle is Analyze. There is a difference between perceived and actual need. Often times designers find themselves called upon to solve problems whether or not data exists to support the claim. The Analyze phase is perhaps the most important in the instructional design process because proper verification and understanding of an issue can save a lot of time and money but most importantly, ensure your learning system addresses the issues at hand. This document shows how the problem was verified using interviews, surveys and direct observation. After this information was gathered it was then prioritized to narrow the scope and focus of the training. Finally, a task analysis was conducted to understand the current state. |
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Design |
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Once the current and desired state have been identified, a learning system is built to bridge that gap and address client needs. Before jumping into the development phase, an instructional designer will thoughtfully and carefully develop their coursework and think through items such as: Learning Goals and Desired Results, Assessment Evidence and Instructional Strategies. Attached is the sketchpad created during this phase of the project to think about how to best carry out the learning objectives and how to structure learning to maximize retention. |
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Develop |
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| With the outline of how the learning system will be developed, the next phase is to actually develop the coursework including items such as the instructor guide, participant materials and assessment tools. | |
Implement |
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| The implementation phase is when a learner will experience the learning system developed. Prior to a full scale implementation, a pilot is done as a preliminary study to check the feasibility of the program and to fine tune it before a final launch.
The final instructional design plan for this project combines both the content of the materials created as well as how the pilot went including learner reactions. |
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Evaluate |
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| After a system has been implemented, it is important to evaluate the experience of the learners to gather feedback on what worked and what didn't. This allows the designer to fine tune and change items as needed.
This portion of my artifact is my reflective writing on how I felt the training went based on my instructional design plan. This was a wonderful exercise in tacit and reflective thinking and helped me think about what revisions were needed during the next iteration of the program. I have also included a Time Capsule created at the end of the course which is a reminder to myself on key learnings that I want remember in order to be a strong instructional designer. I used this to evaluate my own skills and continue to use it as a reference. I was given high marks for my project and the organization I designed this for ended up adopting my instructional design plan as a basis for their new hire training. |
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references
Smith, P. & Ragain T. (2005). Instructional Design, Third Edition. John Wiley & Sons, Inc.
Wiggins, G. & McTighe J. (2005). Understanding by Design. Pearson Education, Inc.