As a top instructional design company our number one objective is to align your training needs with your business goals and strategies.

With so many ways to train and learn, how do you choose the best approach to meet training goals for multiple learners?

We base the majority of our design activities on the ADDIE, SAM and AGILE models. What sets us apart is our ability to take these classical models and adapt contemporary approaches, allowing us to create learning solutions that are immersive and motivational.

Our approach to partnering with our clients is interactive. This proven approach results in a superior outcome. In addition, clients see improved efficiencies throughout the design and development phases of projects.

While we rely on classical instructional design, we are not wedded to any particular delivery modality, relying instead on the best solution uncovered through the design process. TrainSmart solutions included but are not restricted to online learning (WBT), instructor led (ILT), Virtual Instructor-led (VILT) and blended modalities for corporate and academic clients.

The final product may be in the form of participant guides, leader guides, job aids, e-learning modules, webinars, technical documentation, simulations, community development, testing and certifications or implementation of a full LMS system. This process makes sure that the training need is clearly defined, the courses are well designed, there are quality materials that can be used during and after training and the appropriate strategies are applied for effective knowledge transfer.

There is no one size fits all when it comes to learning. A partnership with TrainSmart will lead to positive results no matter what the business challenges involves. Call us today at 800-807-8030 or email us at [email protected] to discuss how we can help your organization move to the next level of success.

Our Approach To Instructional Design

Our fully-scalable instructional methodology is based on a proven five-phase instructional design model.

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Needs Analysis

Training doesn’t solve all performance problems. A training needs assessment is the process of identifying performance-based problems and pinpointing those problems that can or should be addressed through training. This type of assessment will determine the performance gap (examining the current performance against the optimal performance) that must be improved to increase productivity, response time, customer satisfaction, etc. A training needs assessment will also evaluate your current training to see if it is relevant as well as establish a direction for future training development.

There are many factors that impact performance including: tools, incentives, environment, teams, and access to information.

The needs analysis will help better define the problem so that TrainSmart can recommend the best solutions.

Audience Analysis

Understanding the audience is critical to a successful training program. Identifying their current knowledge, interest in learning more, concerns, and challenges will provide an opportunity to tailor the program to fit various needs.

Understanding your audience means gathering data through focus groups, interviews, conversations with Subject Matter Experts (SMEs), surveys, questionnaires, observing, and other proven methods.

Task Analysis

Training is only relevant if the audience can apply it to their jobs. It must be task-oriented and focused on improving actual on-the-job performance. A task analysis will help define the training’s performance objectives for the audience.

Delivery Method Analysis

What is the best approach for training? Instructor led, web-based, eLearning, self-study? This analysis will determine what the best style(s) of training are for the target audience. TrainSmart believes in a blended learning approach, which uses a variety of teaching and learning techniques. People learn in all different ways so by reaching out to all types of learners your training will be most effective.

Project Management

Good communication and organization equals positive, successful results. Consistent review of the goals and tasks ensure that projects stay on track and are delivered on time and within budget.

Design

Content development begins with a high level design document; just as a builder would use a blue print from an architect. The course design comes from the analysis process. Using the performance objectives uncovered from the task analysis, content developers create a whiteboard for the course. This is a preliminary plan for all lessons and modules with their associated performance objectives and activities. There is also the proposed method of evaluation for the course.

The course design is reviewed by the Project manager(s) and SMEs before the course development occurs.

Development

Full development begins only after the client has approved the course design including the outline, performance objectives, activities, and the evaluation. Each lesson will contain the objectives, activities, evaluation and feedback. Instructional designers use the blueprint (course design) to build the content for each lesson. It’s the trainer’s job to bring the objectives, content, and activities to life with motivation, articulation, and excitement.

Review, Review & More Review…

After development, it is the job of the SMEs to conduct a thorough review of the content. This is to ensure the content is technically accurate. It is the job of the instructional designer to take the information gathered and deliver it in a user-friendly, non-technical style of writing. We use a review process that starts with the SME’s to check that the content makes sense and is communicating an accurate message. The next level of review involves an editing team checking for grammar, spelling, format, and style consistency.

Pilot

Before course roll out, a pilot takes place with actual learners. This is a chance for the trainers and client to review the course a final time before its implementation to the participants, department, or company wide audience.

This is an integral part of the development process. It allows the development team (including the training specialists, SMEs, instructional designers and instructor) to gather feedback from actual participants in a real world setting.

Some questions and topics to keep in mind while running the pilot include:

  • Time allotment for each module and activity
  • Flow of the course
  • Is the material user-friendly
  • What are the course assessment tools
  • Are the instructions for activities and exercises clearly stated
  • Are the learning objectives achieved by the end of the course
  • Collect feedback from learners
  • What revisions need to be made

Revisions and fine tuning of the course continue until the entire development team signs off and everyone is in agreement with the final product.