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?
Instructional Design is a core competency and competitive advantage at TrainSmart. We apply the ADDIE, SAM and AGILE Models to analyze, prescribe, design and develop appropriate criterion referenced learning solutions that employ instructional technologies and modalities including but not restricted to online learning (WBT), instructor led (ILT), Virtual Instructor-led (VILT) and blended modalities for corporate and academic clients.
TrainSmart uses a variety of assessment tools and discussions to thoroughly understand organizational needs. We then develop a clear strategy that may incorporate many learning methodologies that include: instructor led training (ILT), e-learning and web-based training (WBT), mobile learning solutions (m-learning), and blended learning approaches.
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 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.
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. A needs assessment is most important so that the right solution is determined for the problem at hand.
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.
Designing and building a training program is not an easy 1-2-3. You must take into consideration the audience – who will be receiving this training. Group A might be all engineers where Group B might be an entire sales force…the personality and behavioral make up of these two audiences are on opposite ends of the spectrum.
Understanding your audience means gathering data through focus groups, interviews, conversations with SMEs, surveys/questionnaires, observing, etc.
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 is 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.
2. Training Design
A builder would never start building without a blueprint from the architect. Same goes for content development! The course design comes from the analyses, especially the task analysis. 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.
3. Training Development
Full development begins only after the client has approved the course design – outline, performance objectives, activities and 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.
After development, it’s 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 delivery it in a user –friendly, non-technical style of writing. The SMEs will double check the content makes sense and is giving the correct message. On a different level of review, editors must check for grammar, spelling, formatting and style consistency.
5. Pilot Testing & Evaluation
Before course roll out, a pilot takes place with actual learners. This is a chance for the trainers and client to review the course one last time before its implementation to the participants, department or even company wide audience.
This is an integral part of the development process itself. 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.
Revisions and fine tuning of the course continue until the entire development team signs off and everyone is in agreement with the final product.